| While it’s true that an organization needs a competitive benefits plan to attract and retain the best and brightest employees, that alone won’t keep people in place. You also need to be building a respectful and inclusive workplace. Working towards this goal is an ongoing process and the process should involve members from every level of your organization. |
| A good definition of an inclusive workplace can be found on the Canada School of Public Service website. It states, “An inclusive workplace is one that is fair, supportive and respectful. It recognizes, values and leverages differences in identity, ability, experience and perspective.” Some managers could look at this description and believe their company falls within these guidelines, but then walk into a boardroom minutes later and say, “Okay guys, let’s get started” rather than “Okay team, let’s get started”. While that manager might not have intended any harm, it may be perceived by some as an unwillingness to invest time and energy into understanding the impact of language and actions upon coworkers. If there is no mechanism or encouragement for employees to address moments like this, they will begin to feel resentful and frustrated. This is never a good situation, but it is particularly sensitive at a time when managers are trying to welcome employees back to the office.Optimax Benefits would like to share six steps that will help your organization advance with purpose to becoming a respectful and inclusive workplace. Be aware of your own unconscious biases Each person must focus on building their own awareness and remaining open to constructive discussions on different points of view. The sensibilities of a fifty-year-old white male will likely be significantly different than those of a twenty-five-year-old female person of colour; while a statement may seem innocent to one person, it may carry a much different weight to someone else. Create a safe space This starts with leadership and needs to include every member of the team. Create a process through which everyone’s opinion can be shared, considered and appreciated by the larger team. Being able to learn about, respect and celebrate people’s differences in a safe space is a powerful tool. Identify and remove barriers Anything that prevents people from partaking in workplace activities and achieving their potential is a barrier, whether physical, social or technological. A set of stairs to enter a meeting room is an obvious barrier – other barriers, like racism and discrimination, may be harder to identify. As we’ve discussed, because of some people’s background and experiences, they may not even realize they are creating or supporting barriers. Being aware of multiple viewpoints can make an incredible difference in avoiding unintentional discrimination. Address microaggressions and discriminatory behaviours. As people begin to identify, understand and adjust their own discriminatory behaviours, they also have to be sure not to tacitly approve someone else’s behaviours by remaining silent when an infraction happens. To achieve a positive employee experience for all, individuals must proactively demonstrate anti-discrimination and advocate for everyone in the workplace.It may take time for some individuals to be comfortable with this step. Employees who may not be comfortable confronting a co-worker, may offer to accompany the victim and report the incident to a supervisor. Foster an atmosphere of communication As we said earlier, creating an inclusive workplace is an ongoing process. It doesn’t happen after one memo or meeting and people need to be told that it’s okay not to have all the answers today; it’s a process. They also need to know that it’s okay to ask questions and engage in an open, respectful dialogue. If misunderstanding is a cause of conflict, understanding can be a road to resolution. Engage your team and let them lead Ask for volunteers to meet, discuss topics of inclusion and share information through regular presentations to the rest of the staff. Many organizations throughout Edmonton have an established Leading Inclusively Team (LIT) that shares information on topics like personal pronouns, the value of land acknowledgements, the significance of religious holidays or inclusive language. Get the conversations started and let them be determined by questions and contributions from the full team. Moving forward As managers venture forth to establish today’s new reality for their organizations, perfecting hybrid scenarios that continue to foster team spirit and innovation, while respecting the wishes of individuals to work at home, they have more on their plate than ever before. To also create an environment of respect and inclusion, managers will need to lead decisively and include staff members who may not have been in a position to influence policy before. An atmosphere of inclusivity can only develop through inclusivity in action. Everyone wants to be respected, but not everyone feels comfortable describing how possibly unintentional actions are preventing that from happening. Introducing and maintaining an ongoing discussion of the 6 steps above, will lay the groundwork for a potentially dynamic evolution within your organization on the journey to a respectful and truly inclusive workplace. Photo courtesy of Fauxels on Pexels |
