Inclusion in Action

It's been said that 'The beauty of the world lies in the diversity of its people" and companies have certainly noticed. From multi-million dollar campaigns promoting women in engineering, to programs supporting handicapped and LGBTQ employee populations, companies around the world are capitalizing on the value of an increasingly diverse and evolving workforce. There's no doubt that diverse and inclusive teams create environments that unleash people's full potential and lead to better business performance. In fact McKinsey & Company reports that companies in the top quartile for racial, ethnic, and gender diversity are 35% more likely to have financial returns above their respective national industry means.

However, knowing the facts and ROI doesn't always translate to our day-to-day lives. So the question is, where do we start? How can each and every one of us contribute to creating more inclusive, diverse, and ultimately better places to work? Being inclusive takes self-reflection, awareness of our own assumptions, biases, and actions, and most importantly, effort. Try these tips and put a little extra effort into creating an inclusive culture at your company - sometimes it's the little things that go a long way.

For Everyone,

• Smile : Did you know that smiling makes you more approachable? Studies have found that people are more willing to engage socially with others who are smiling. It seems simple enough, but a smile is an easy way to tell people you’re willing to talk and interact with them. In addition, smiling also encourages us to step outside of our comfort zones and pursue the unfamiliar. A study found that smiling can make you more comfortable in situations you would otherwise feel awkward or uncomfortable in. 
• Ask for feedback : Asking for feedback on a project is an easy way to be inclusive. It shows you respect other people’s opinions and value their expertise and insight. 

For Working Internationally,

• Be conscious of time differences : When working with colleagues in other time zones, always try to be conscious of time differences. This may sound like a given, but sometimes you may not even realize someone is in a different location. Try to be mindful by checking in and asking the question, "Is this meeting time okay for you?" If one team member is located in another time zone, consider switching it up to share the responsibility of meeting outside of normal working hours.
• Address people by the their correct name : Microsoft Outlook has a standard way of displaying names: Last Name, First Name. Keep in mind that in some regions and cultures people are addressed by the name that is listed first in the system. If you’re unsure, asking politely is always a best practice. “Hi Zhang, is Zhang correct or would you prefer to go by another name?” This ensures you're being respectful, conscious, and showing your colleagues that you genuinely care. This is one of those little things that goes a long way for people you may not have a face-to-face working relationship with.

For Managers and Executives,

• Invite different people to your meetings: Including an entry level employee or someone outside of your organization in your staff is a great way to build trust, get a fresh perspective, and be inclusive of your business partners. Not only does inviting a unique staff member give him or her exposure to your organization and the great work of your team, but it increases organizational knowledge for employees and they may be able to offer some unique ideas on your project or strategy.
• Minimize interruptions :  As a leader, you set the tone for the organization and for your team. By giving people your attention you show them you respect their time and appreciate them. It’s important that at every level, people feel valued. Try to minimize interruptions during meetings to promote a more inclusive and engaged workplace.

We're living and working in a world that's evolving faster than we can imagine and with that comes challenges and new opportunities. It’s important that we each play a part in creating more inclusive working environments that lead to better performance and higher levels of employee engagement across the board. True cultural competence takes time and effort. These suggestions are solely the tip of the iceberg. Give it a try, put in a little extra effort, check your own assumptions, and consider ways in which you can create a more inclusive culture at work.

Try any of these tips or have more to add to the list?

Feel free to comment below or connect with me via Twitter @emihranian