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Benefits of a culture of inclusion
Making sure everyone is treated equally is morally the right thing to do, but it can also improve business performance, furthermore a culture of inclusion can benefit workplace health and wellbeing.
A diverse workforce gives a variety of perspectives and backgrounds that can bring a wealth of benefits to an organisation.
However, recruiting a diverse workforce does not guarantee every employee has the same experience or opportunities so businesses could be missing out on untapped skills and talent.
Inclusion is crucial to allowing people to progress to ensure diversity has an impact.
What is inclusion and why is it good for business?
Inclusion is an environment where all employees, regardless of their background, identity or circumstance, are empowered to thrive.
It means everyone feels valued at work and creates an environment where they feel encouraged to give their ideas and raise issues and suggestions to leaders.
The business case is there. A workplace that encourages equality, diversity and inclusion can translate to success. The benefits are wide-reaching for personnel.
You can keep employees happy and motivated and performing at their best, which can help prevent bullying, harassment and discrimination, which can lead to mental health problems.
Inclusion will give an individual employee a sense of belonging, a voice, and of being valued.
As a wider organisation, it can translate to a healthier work environment, with better outcomes and reduced absenteeism.
How to be an inclusive organisation
Creating an inclusive work environment needs practices and processes to break down barriers – the role of leadership is vital.
It is important to take time to understand the current environment in your business, celebrate positive practices, and take action where issues are identified.
Here are six key initiatives organisations can make to improve inclusion:
- Leadership – Senior managers should be role models for inclusive behaviour. They can be trained to identify issues and act on them.
- Relevant training – Managers should receive training in issues such as workplace stress and mental health. This will enable them to spot warning signs of inclusion failure early. It will also help them to provide appropriate support.
- A workplace inclusion policy – All employees should know what the business ethos is, and what’s expected of them, as well as sources of support. Improve communication with employees and be clear about any policy changes or decisions. Ensure the policy is included in the training and development of all staff.
- Recruitment training for managers – Give management teams the skills to give them an inclusive attitude, and to avoid unconscious bias in decisions.
- Equal pay – Regular checks should be done across an organisation to ensure this is happening.
- Religious beliefs and practice – Organisations should ensure these are respected across the company. This includes ensuring that all employees are treated fairly, regardless of their beliefs or lack of belief.
More information
Bupa has a range of health information to support teams, including:
- Healthy Me articles on celebrating neurodiversity and looking after your mental health
- An in-depth manager’s guide to supporting transgender individuals in the workplace
- Women’s Health Hub that provides practical resources on issues such as the menopause
This article has been abbreviated by Health & Protection. The full article on supporting wellbeing and employee retention through health in the workplace can be found here.
Keep up-to-date with issues affecting workplace wellbeing, here. Explore the challenges and find solutions that could work for you and your business.