When implemented into organizations, inclusive cultures can result in numerous advantages. In an article on inc.com, author Ryan Jenkins states that these firms are “two times as likely to meet or exceed financial targets, three times as likely to be high-performing, six times more likely to be innovative and agile, and eight times more likely to achieve better business outcomes.” This is why firms across the world are striving to achieve a more inclusive culture. Although many try, few have yet to succeed. Shifting a firm’s culture is a major challenge in and of itself. Jenkins provided tips and tricks to hopefully make this transition smoother.

5 Ways to Create an Inclusive Culture:

• Understand how diversity and inclusivity are interpreted differently across cultures and generations. 

Gen X & Baby Boomers define diversity in the more traditional sense through gender, race, and ethnicity. Millennials, on the other hand, define it as cognitive diversity with various experiences and viewpoints at the center of the concept. Additionally, they tie the entire concept to inclusion in a more integrated way than those who are older. 

• Recruit without bias.

Although eliminating biases isn’t the only way to begin to integrate diversity and inclusion, working on the unconscious and conscious biases is one of the best places to begin. There are many tests one can take online that will tell you where your biases lie. Although it may seem obvious to some, it can be more surprising than you may think. This may also look like not including photos or names when looking at job applicants. Although this is not always possible, especially with in-person interviews, it may be a possibility when a company simply receives written or electronic applications. By allowing one’s credentials, work, and experience to speak for themselves rather than a photo or even name, eliminates an entire area of possible bias. 

• Offer inclusion training. 

Without training, no one is expected to be proficient in the do’s and don’ts of creating an inclusive culture. Nowadays it has become quite common for larger firms to at least offer this type of training. Some companies even mandate it. By beginning to scratch the surface through awareness, these efforts can build the foundation towards achieving true inclusivity. Additionally, when an employee sees their manager or CEO involved in inclusivity training it can help the employees feel more comfortable and confident in the organization’s values. 

• Openly discuss various inclusion topics. 

When education turns into open discussion, members of an organization or community feel more comfortable and confident that the efforts being made within the firm are truly making a difference. Additionally, this atmosphere allows for those who are not as confident in their contribution to a more inclusive culture to ask questions and receive constructive feedback regarding their behavior. However, it goes without being said that in order for any true progress to be made, respect from all sides is a must. 

• Gain leadership commitment. 

When those at the top of an organization are involved and are seen contributing to fostering a more inclusive culture, those in the lower ranks will follow. As human beings, we follow by example, especially in the workplace. Whether good or bad, employees will follow and emulate how their higher-ups act; therefore, let it be good!

If implemented correctly, these strategies will truly transform any professional or social culture into a more inclusive one.