Deliberately and authentically inclusive workplaces are the future, and you don’t want to get left behind
When it comes to diversity, there is a lot of focus on recruitment. But the retaining of that talent is less talked about.
As an employer, why would you focus solely on getting people into your company while not looking at ways to change that would enable them to stay?
That is where inclusion comes in.
Inclusivity is about creating a space where everyone in your team feels comfortable enough to truly thrive. No matter what their background, race, sexuality, gender, etc. everyone who works with you should feel that your workplace was built with them in mind.
It can seem like an incredibly broad idea, but once you get down to it, nothing could be simpler.
Here’s some reasons why inclusion should be a core of your employer brand:
One: It will help you to recruit and retain a wider range of talent
By not being inclusive, you are excluding a large percentage of potential candidates, particularly when it comes to the younger generation.
Gen Z is the most diverse generation ever.
In the UK alone, 40% of the population is estimated to be non-white by the year 2061. It is also estimated that around 15% of the UK population identify as neurodiverse and studies have shown that around 15% of the worldwide Gen Z population identify as LGBT+.
The world is continually becoming more diverse in every aspect imaginable, and making sure that your company culture is developing in that direction too is the only way to be able to recruit and retain the widest pool of talent possible. It comes down to this - If you could have double the number of candidates to choose from, why would you not do this? This is one of the most basic and influential factors when it comes to implementing inclusivity.
And when it comes to Gen Z, it is not just those being excluded - even those that would ordinarily ‘fit’ into the traditional corporate space seek out employers that are making efforts to include everyone.
Young people expect companies to have authentic diversity and inclusion practices, and be vocal about them.
Otherwise they are unlikely to want to work with you.
Two: It’s better for business
Inclusivity boosts your business not only because it leads to more productive employees, but also because it helps you to recruit and retain talent, and it creates a wider range of perspectives and ideas.
Employees that feel comfortable are more productive.
When your workplace isn't inclusive, many employees will feel they have to mask or change themselves in order to fit in and be accepted. Having to do this consistently requires energy and is incredibly draining - meaning that they do not have the extra energy to work well, let alone thrive. Therefore, when they feel that they belong, they are not only more productive, but your teams will work better together because they can create better connections with one another.
It also aids in recruitment as it is one the key things that many potential candidates look for when applying to roles - especially among Gen Z. Not being vocal about your inclusivity efforts is not only concerning for potential employees that face exclusion, but for all candidates as it suggests you are a company that is a bit stuck in the past.
And lastly, the more diverse your employees are, the more diverse perspectives you have when brainstorming, problem solving and coming up with new ideas. Furthermore, having people from different backgrounds is important as it means there will be a wider range of skills that are being brought in.
At this point, isn’t it a no brainer?
Three: Happier employees
Happy employees are productive employees.
They are also more engaged, more likely to stay and more likely to recommend working at your business and help with recruiting.
The centre of any successful brand is having employees that are happy. And by creating an environment where everyone is comfortable to be themselves, and therefore more able to connect with one another, they will naturally be happier.
While the definitions and ideas around inclusion may seem vast, the underlying idea is that you create a workspace where everyone is comfortable being themselves.
It is about creating freedom from the fear and anxiety of discrimination, of having to suffer through micro-aggresions or feeling as if you have to explain essential parts of yourself.
Inclusion should go beyond telling traditionally marginalised members of society that they are included and appreciated, it should make the individuals in your workplace feel this.
And this needs to be done through actions and not just words.
For more advice on creating an inclusive work culture, why not get in touch with us?