Inclusivity
Summary: Inclusion at work is the degree to which individuals feel a sense of belonging and the safety to share their suggestions and concerns. These free resources can help you support inclusion.
For leaders
Inclusion also includes the ability to influence organizational processes, especially those that have the potential to impact people’s jobs and ability to access information, opportunities and resources, particularly those that can help them achieve success in their career.
Improving inclusion with a minimal investment in terms of expenses to the organization is possible. Evidence-based actions for inclusion offers suggestions, resources, and strategies to help you address inequality in the workplace.
Strategies for leaders to support inclusion are practical and help ensure employees that their employer has policies and procedures in place to protect them from discrimination, bias and inequity.
Proactively dismantling barriers to inclusion helps build a psychologically safe environment where all employees can fully engage and thrive, while meeting legal obligations such as accessibility or reasonable accommodations for employees who require it.
For teams
Psychologically Safe Team Assessment measures how team members feel about their interactions and their sense of inclusion within the team.
Inclusivity articles and resources
The list that follows includes the resources linked to above as well as related information that may be more specific to your current situation:
Inclusion is now an expectation at work. Learn tips and strategies to help you provide and maintain an inclusive approach to leadership.
Address discrimination and promote inclusion through your policies and processes. You’ll help create a positive work environment that supports all employees to thrive and succeed.
These actions help hold employees accountable to work together in inclusive ways. They do not cost a lot,but take dedicated time and focus to put in place.
Explore how you can proactively remove barriers and support inclusion and accessibility for clients and employees who may have distinctive needs or life experiences.
Learn how you can assess and take action to ensure diversity and inclusion.
Learn to identify and understand implicit bias, microaggressions and intersectionality. Whether the bias results in poor morale or discrimination, identifying it is the first step to eliminating it.
This resource helps to assess how employees experience being a member of your team.
The wrong statement or question can trigger a negative reaction. Asking good questions well is as much art as it is science. These tips and strategies can help you develop an approach that builds both trust and psychological safety.
Easy to use scorecards are available for organizations or leaders to measure and track trends in psychological health and safety. Use the samples provided or follow the guidelines to create your own.
If you are struggling to succeed at work and wait for your supervisor to point out what you’re doing wrong, that feedback could add to your stress. Learn to be proactive and advocate for what you know will help you to do a good job. You’re much more likely to receive the support you need.