Setting an inclusive environment

Oftentimes, I'm asked for ideas that can help make a work center's environment more inclusive. The conversations have started like this: "What suggestions do you have that I can use, ya know, put in place now?" "Can ya give me some tangible actions I can employ to help the workforce feel valued and appreciated?"

Admittedly, these requests have often come from a leader who has found her- or himself in a bit of a panic and is merely trying to react as quickly as possible to an unpleasant situation in the workcenter that has probably been bubbling up for a while. Nevertheless, rather than chastise the poor leader in their moment of despair, there are a few impactful actions that can be taken--not just as triage actions for the panicky leader, but also as proactive measures that can be useful tools for the forward-thinking executive who may be looking to establish and foster an inclusive environment. And (bonus point here), they're actually quite simple to put in place and become normal, expected activity. 

Here are a few of those ideas I've shared: 

• ​Unleash the power of "hello" and a smile

It's simple, easy to do and doesn't cost anything. Workplaces feel more inclusive when people greet each other regularly; and you can set the tone. A stronger sense of comeradie is created, and employees feel more comfortable asking for and lending support and feedback to one another. This must be done with everyone, not just those who look like you, for maximum effect/impact

• Be sure new hires get introduced to everyone in the room

​This may sound like an obvious gesture; however, it's something that can be easily overlooked or dismissed under the expectation that "someone else surely did this". Taking the time to personally ensure introductions are made conveys the idea that the new hire is, in fact, welcome and that team members are happy to have them as part of the team. 

• Solicit input from all meeting attendees and provide equal air time

​Not everyone is comfortable with providing input publically, or on-the-spot during meetings. Some may prefer to share their input privately, like via email or in-person prior to or following the meeting. Accommodating for this slight preference could actually mean the difference in getting 100% (or near 100%) participation than not. Do not permit interruption or "speaking over" by the more outspoken attendees--encourage and allow everyone to share their thoughts without interruption. Also, be attentive dismissive behavior directed toward new, junior or even underrepresented members of the group. 

• Regularly ask your leadership team under you a few pointed questions the answers to which can help foster a more inclusive environment

​What would make this the kind of workplace that you would want to jump out of bed for each morning even faster than you may do now? Imagine you're one of your direct reports, and consider what would need to change to make you want to jump out of bed every morning and come to work. What would that be? What is keeping this from happening now? 

• Be a vocal ally for marginalized or discriminated against groups

​Whenever you hear racist, stereotypic or homophobic comments or jokes in the workplace, take responsibility to intervene and stop them. Ask others to do the same. Remember, silence implies complicity or consent. 

These are just a few tangible ways inclusion can be fostered in the workplace. These are relatively easy to do, don't cost anything at all, and can (and should) be done by leaders and team members alike. What others come to mind that you could share?