3 Ways to Create an Inclusive Culture in the Workplace

According to data from the US Bureau of Labor Statistics, three million employees have left their job voluntarily every month since June 2017.[i] That level of voluntary employee turnover certainly speaks to a retention issue that many organizations face today. It is so important, now more than ever, that organizations are focused on their employee’s engagement and that begins with the workplace culture. Creating an inclusive workplace culture is key to both hiring and retaining talent. In fact, a recent Deloitte Poll found that 72% of working Americans surveyed would or may consider leaving an organization for one they think is more inclusive.[ii]

Discover 3 essential ways to create an inclusive workplace culture.

Onboard with Purpose

The first way to create an inclusive culture is to set the foundation for new hires. Leaders should focus on onboarding with a purpose. Onboarding is the first step of the employee’s journey and it is so important to get them engaged on day one. In fact, companies with an engaging onboarding program retained 91% of their first-year workers.[iii] Research has shown that in most cases, onboarding can decrease errors, inspire confidence, increase job satisfaction, enhance performance, and reduce the stress new hires experience.[iv] Most importantly, onboarding a new hire should be about making them feel included. Interestingly, 30% of millennials surveyed say they have already left a job for one with a more inclusive culture. [v]

To onboard with a purpose, managers should strategize how to incorporate the new employee with the team, schedule regular check-ins, and know that onboarding doesn’t end on day one – it is a continuous process.

Celebrate Employee Differences

The second way to create an inclusive culture is to celebrate all employee differences. Sundar Pichai, CEO of Google, said “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.”[vi] Beyond race, sex, and beliefs are individuals. It is so important that leaders acknowledge and recognize great ideas, wherever they come from.[vii] In fact, McKinsey & Company found that companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. And, companies in the top quartile for racial and ethnic diversity are 35% more likely to have returns above national industry medians.[viii] To celebrate employees’ differences, leaders should focus on making workplace diversity everyone’s concern, and not simply a “check the box” initiative.

Commit with Purpose

A third way to create an inclusive culture is to encourage leaders and managers to commit with a purpose. To truly succeed at anything, it requires a commitment. An organization needs to create a clear purpose statement declaring their commitment to a culture of inclusion.[ix] A strategic way to instill organizational values is to begin with clearly defined workplace policies, provide a clear outline of the organization’s mission, acknowledge achievements, clarify boundaries, encourage new ideas, and reinforce to all leaders the importance of modeling the behavior and organization’s values.[x] To truly commit with a purpose, organizational leaders must lead by example and consider everything from how they hire, manage, promote, all the way to how they will make an impact on the workplace culture.

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