BY VANDANA VALE
The foundation of an organization’s culture and values lies in the vision of its leaders. While diversity is emphasized, it is crucial to consider how to foster an inclusive environment once individuals are a part of the organization. This involves ensuring that everyone feels acknowledged, comfortable, and welcomed. Similar to attending a party, inclusive corporate culture requires the leadership to play the role of a host who invites everyone to participate. The top management holds the power to develop policies, systems, and processes that promote inclusivity, and each department should have an accountable champion responsible for their proper implementation.
Workplace Safety
Safety at work encompasses feeling secure in one’s position and rights. It involves having the confidence to focus on work and deliverables without the fear of threats or consequences when challenging the status quo, taking risks, or making mistakes. Without a sense of safety, there can be no freedom to innovate, create, or grow.
Modeling Behavior
Actions speak louder than words, and this holds true in a corporate setting. Good practices within a company should start at the top, just as charity begins at home. A leader who habitually yells or uses abusive language cannot claim that respect and dignity are company values. These values are most crucial during times of crisis, and work pressure should never be an excuse to belittle, demean, or disrespect employees.
Action – Budget, Resources, Infrastructure
Leaders must lead by example. Establishing safety mechanisms, implementing good corporate governance policies and practices, and providing resources such as maternity and paternity leave, wellness opportunities, appropriate infrastructure, and safety measures for employees who are away on business trips or staying in guest houses contribute to creating an inclusive and safe workplace culture. Additionally, selecting capable employees to serve on the internal committee at different levels, investing in their training, and ensuring awareness of roles, duties, and responsibilities are excellent ways to enhance inclusivity. By informing employees about the process, code of conduct, policy awareness, and organizing dedicated weeks centered around emotional and physical safety for all, a sense of belonging and inclusivity can be fostered. Implementing recommendations from credible internal committee investigations to introduce new measures, revise existing processes, and improve people-oriented practices paves the way for growth.
Hiring Opportunities and Training for Inclusivity
A management that invests in its people creates a sense of belonging. Providing hiring opportunities for individuals with disabilities, those from the LGBTQ community, and individuals with physical challenges at all levels, and offering them the necessary training to develop interpersonal skills for business outcomes, contributes to creating an inclusive environment.
Learning – Feedback and Curiosity
Is management genuinely interested in understanding what sets its employees apart and makes them unique? Are they committed to curating a workplace experience that aligns with individual needs? Compensatory days off may not be as valuable to an employee seeking growth opportunities. Therefore, it is important for management to assess the outcomes of developed strategies and regularly engage with employees at all levels to gauge the overall sentiment within the organization.
Management can foster inclusivity by encouraging freedom of expression, facilitating employee participation, valuing and implementing constructive opinions, employing effective performance management and appraisal systems, establishing strong feedback mechanisms, and maintaining transparency. Creating awareness about important topics such as prevention of sexual harassment (PoSH), providing cross-functional work and internal upskilling opportunities, and implementing these initiatives through HR and champions in each department contribute to shaping a workplace culture at every step.
Awareness and Communication – Inclusivity as a Brand
Leaders can signal their commitment to inclusivity, a sense of belonging, psychological safety, and other related subjects through town hall meetings and posters. They can also facilitate one-on-one interactions between employees and the internal committee. Top management must be visible and actively drive inclusion and safety.
A management that is neither seen nor heard but just drives policies to be implemented for its people is like a cake that’s half-baked. You can see it but not savour it. Eventually, it starts to disintegrate and finally perish.
About KelpHR
KelpHR was established in 2013 with the goal of providing top-notch HR solutions to organizations and enhancing workplace culture across various industries. With a decade of experience, we have catered to over 700 clients in India and abroad, specializing in services such as PoSH (Prevention of Sexual Harassment), D,E & I (Diversity, Equity & Inclusion), and EAP (Employee Assistance Programs). Our services are geared towards creating safer, more inclusive, and productive workplaces for all.
To explore our services and learn more about our customized offerings tailored to your organization’s needs, please contact us at info@kelphr.com or call us at +91-95001-29652.
