Inclusion is the true goal for creating a culture that supports the recruitment, retention and leadership opportunities for underrepresented groups. Inducing change of any scope can be a difficult process, therefore a long-term commitment to improving individual and organizational behaviors is key. Below are the three tenants for a successful program…...
Inequity is usually not overtly displayed, it is often masked in homogenous culture by various microaggressions or culture fit expectations. Utilizing the latest methods for behavior change, impactful content and exercises can be delivered to assist employees learn and overcome personal biases, in turn creating a more inclusive workplace.
Inclusive environments can only be achieved if leaders in positions of power make inclusion a component of continuous improvement and overall business strategy. Inclusive environments are defined by every employee owning their privilege and dominant status in society. It can then be leveraged to advocate on behalf of non-dominant groups, ultimately creating a sense of belonging and and greater retention.
Even with increased awareness and the best of intentions, our biases still reflect inequities ingrained throughout the fabric of society. Organizational and behavioral changes can be further supported with inclusive policies that explicitly support traditionally marginalized groups. Like any business endeavor, policies and initiatives should be instituted and measured to impact change.