How can you create a culture of inclusion that goes beyond surface-level diversity?

Creating a culture of inclusion that goes beyond surface-level diversity is not only a moral imperative, but also a strategic advantage for any team or organization. Inclusion means that everyone feels valued, respected, and empowered to contribute their unique perspectives and talents, regardless of their identity, background, or status. Inclusion also fosters innovation, collaboration, and engagement, which are essential for achieving high performance and positive outcomes. But how can you create such a culture as a facilitator? Here are some tips to help you.

1 Assess your current situation

The first step to creating a culture of inclusion is to understand where you are and where you want to go. You can use various tools and methods to assess your current level of diversity and inclusion, such as surveys, interviews, focus groups, or audits. You can also benchmark your results against industry standards or best practices. The goal is to identify your strengths, gaps, challenges, and opportunities for improvement. You should also involve your team members and stakeholders in this process, as they can provide valuable insights and feedback.

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Mehul Mehta

Fractional CHRO I Executive Coach & Facilitator @ Nimedhya | Culture and Leadership I DEI & Sustainability I Co-building Purpose-driven Culture & Inclusive Leaders I Facilitating Authentic Reflections
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I think the first step is to define what inclusion means to the organisation. Inclusion is a feeling and besides the basics it means different in different cultures. There are three ways to arrive to realistic starting point. 1. Define Inclusion in action across the board and not only as a proof of concept. 2. Cluster each source of action to identify priorities and accountabilities. 3. Get a buy in from people to agree on priorities through surveys, focused groups, interviews and existing data.

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Rajdeep D.
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Creating a culture of inclusion requires more than just surface-level diversity. It involves fostering an environment where everyone's perspectives, backgrounds, and experiences are valued and respected. To achieve this, organizations can implement initiatives such as mentorship programs, unconscious bias training, diverse hiring practices, and inclusive leadership development. Encouraging open dialogue, actively listening to employees' concerns, and incorporating their feedback into decision-making processes also play crucial roles. By promoting collaboration, empathy, and equity throughout the organization, a deeper sense of belonging and inclusion can be cultivated, contributing to a more diverse and engaged workforce.

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Monica Namumbya Kapiriri

Freelance Development Consultant at Freelance, self-employed
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Inclusion is easier said than done. A question that has remained with me and now drives my advocacy for inclusion is, "why should we include them?". It is simple but says is all. 1. Value: What is the net value of including them? Need to spell out the unique value of each. In a session on Working with men and women. We show the strengths and weaknesses of both. 2. Clarity of targets: How far do I go? How do I know "enough". Need for measures, milestones to curb tokenism. 3. Reward progress: What do I get? 4. Celebrate: Acknowledge and celebrate progress. People naturally love celebration and the lime light. By continuous practice of these four, inclusion moves from being an OBLIGATION to a NECESSITY

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🌟Charlotte D Blignaut🌟

Your Genius & Wellness Facilitator, Board Member, Fractional Officer, Healer, Muse "We are the 5th IR" CharlotteD
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The first step in assessing a situation, includes going back to basics, the beginning - assessing the belief, trust and loyalty in the culture, and how it aligns with the mission and vision statements, stakeholders.

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Michi Heckler

Assistant Director with expertise in project management and youth development
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First and easy step is to understand what inclusion means to you and your colleagues/company. It's important to know where everyone is starting in their knowledge of inclusion and diversity as everyone can be on different levels of understanding.

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2 Define your vision and goals

The next step is to define your vision and goals for creating a culture of inclusion. You should have a clear and compelling statement that articulates why inclusion matters to you, your team, and your organization, and what benefits it will bring. You should also have specific and measurable objectives that align with your vision and strategy, and that address the gaps and challenges you identified in the previous step. Your vision and goals should be communicated widely and consistently, and you should seek buy-in and commitment from your team members and leaders.

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3 Design and implement your action plan

The third step is to design and implement your action plan for creating a culture of inclusion. You should have a roadmap that outlines the actions, resources, timelines, and responsibilities for achieving your goals. Your action plan should include both short-term and long-term initiatives, and cover various aspects of inclusion, such as recruitment, retention, development, recognition, communication, and collaboration. You should also monitor and evaluate your progress and impact, and adjust your plan as needed. You should also celebrate your successes and recognize your team members for their contributions.

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4 Develop your skills and mindset

The fourth step is to develop your skills and mindset as a facilitator of inclusion. You should strive to be a role model and a catalyst for inclusion, by demonstrating inclusive behaviors and attitudes, and by creating inclusive spaces and processes. You should also seek to enhance your knowledge and awareness of diversity and inclusion, by learning about different cultures, perspectives, and experiences, and by challenging your own biases and assumptions. You should also seek feedback and coaching from others, and be open to learning and growing.

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🌟Charlotte D Blignaut🌟

Your Genius & Wellness Facilitator, Board Member, Fractional Officer, Healer, Muse "We are the 5th IR" CharlotteD
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Self development is a lifelong journey. Owning that, and owning the path you have chosen to walk, is like the cake tin in the cake baking process. In order to foster the growth mindset within, becoming more curious about what else can be put into the cake tin for baking, allows more and natural opportunity to expand a thinking mindset

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5 Engage your team and stakeholders

The fifth step is to engage your team and stakeholders in creating a culture of inclusion. You should foster a sense of belonging and trust among your team members, by encouraging them to share their stories, values, and aspirations, and by listening to them with empathy and curiosity. You should also promote collaboration and cooperation among your team members, by creating opportunities for them to work together on diverse and meaningful projects, and by facilitating constructive dialogue and feedback. You should also involve your stakeholders, such as customers, partners, or suppliers, in your inclusion efforts, by seeking their input, feedback, and support, and by delivering value to them.

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🌟Charlotte D Blignaut🌟

Your Genius & Wellness Facilitator, Board Member, Fractional Officer, Healer, Muse "We are the 5th IR" CharlotteD
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Honest conversations are proof of humility and this vulnerability often gives birth to looking at inclusivity as if it's a horizon, and you have just seen new land! It can be very productive and can lay the groundwork for healthy new thinking boundaries

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6 Embrace change and innovation

The sixth and final step is to embrace change and innovation as part of creating a culture of inclusion. You should recognize that inclusion is not a one-time event, but a continuous journey that requires constant adaptation and improvement. You should also welcome new ideas and perspectives, and be willing to experiment and learn from failures. You should also leverage the diversity and creativity of your team, and encourage them to generate and implement innovative solutions for your challenges and opportunities. You should also celebrate your achievements and learnings, and share your best practices and stories with others.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a culture of inclusion that goes beyond surface-level diversity?

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1 Assess your current situation

2 Define your vision and goals

3 Design and implement your action plan

4 Develop your skills and mindset

5 Engage your team and stakeholders

6 Embrace change and innovation

7 Here’s what else to consider

Facilitation

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How can you create a culture of inclusion that goes beyond surface-level diversity?

1

2

3

4

5

6

7

1 Assess your current situation

2 Define your vision and goals

3 Design and implement your action plan

4 Develop your skills and mindset

5 Engage your team and stakeholders

6 Embrace change and innovation

7 Here’s what else to consider

Facilitation

Rate this article

Thanks for your feedback

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