5 Ways to Build an Inclusive Culture and Boost Employee Retention by Remoforce

If you’ve ever caught yourself as a HR manager or business owner wondering how to create a workplace where every employee feels valued and understood (an inclusive workplace culture), you’re in the right spot. Building an inclusive workplace culture is more than just a few diversity initiatives; it’s about crafting an environment where diversity is celebrated, and every voice is heard.

That’s precisely why we’ve put together this comprehensive guide. From actionable strategies to foster diversity to boosting employee retention and driving innovation, we’ll cover all the bases. And for those who like to jump straight to the point, I’ve organized our insights into a useful overview:

  • The Importance of Building an Inclusive Workplace
  • Key Strategies for Fostering an Inclusive Culture
  • The Impact of Inclusion on Employee Retention and Company Success
  • Practical Steps for HR Managers and Business Owners

Whether this is your first dive into creating an inclusive culture or you’re looking for new ideas to enhance your existing human resource efforts, this guide has something for everyone. But for a truly holistic understanding, I recommend reading through the entire article. Ready to transform your workplace? Let’s get started.

Lead with Empathy and Openness

As a HR manager you want to creating an inclusive culture for your company. But did you know that an inclusive culture starts with the leadership? When the people at the top show empathy and openness, it sets the example for the whole company. It’s important for leaders to be open about their own experiences, including the challenges they’ve faced and what they’ve learned about diversity and inclusion. This makes them more relatable and shows everyone in the company that it’s okay to share their own thoughts and experiences.

Take, for example, the story of a tech company’s CEO. She’s been open about the hurdles she faced being a woman in an industry that’s mostly run by men. By sharing her story, she’s not just giving a boost to other women in her company; she’s also creating an environment where everyone feels comfortable being themselves and respecting each other’s differences.

Adding more depth to this approach, leaders can further facilitate inclusivity by:

  • Hosting ‘Open Door’ Sessions: Regularly scheduled times when employees can speak freely with senior management about any concerns or suggestions related to inclusivity or anything else. This practice underscores the leadership’s commitment to hearing and valuing everyone’s voice.
  • Incorporating Inclusivity into Performance Metrics: Leaders can embed diversity and inclusion goals into the company’s performance review process. This move reinforces the importance of these values and encourages managers to take concrete actions towards creating a more inclusive environment.
  • Mentorship Programs: Establishing mentorship programs that pair leaders with employees from diverse backgrounds. This not only provides valuable career development opportunities for the mentees but also offers leaders insights into the diverse perspectives and challenges within their workforce.

DEI (Diversity, Equity, and Inclusion) Training

When it comes to DEI training, it’s not just about ticking a box once and calling it a day. It’s about creating a culture of continuous learning and improvement. As an HR manager aiming to foster an inclusive culture, remember, diversity training is more of a journey than a one-time event. It should cover a wide range of topics, from race and gender to sexual orientation, disability, and age. But here’s the kicker: making these sessions interactive, like through role-playing or real-life scenarios, can really turn the dial up on empathy and understanding among your team.

Picture this: a retail chain that rolls out regular workshops aimed at breaking down cultural differences and showcasing how they actually make the workplace a richer place. This isn’t just about getting everyone on the same page; it’s about keeping the book open so everyone can keep adding to it. It’s like turning your workplace into a live, evolving tapestry of ideas and perspectives.

And think about it—when people are engaged in ongoing learning, they’re more likely to pause and consider their own biases and how these might be playing out in their day-to-day interactions. This kind of awareness is gold; it’s what moves the needle from merely coexisting to truly understanding and valuing each other.

So, as you map out DEI initiatives, sprinkle in some creativity. Maybe it’s a monthly “Lunch and Learn” where employees share experiences related to their culture or identity. Or how about a “Bias Busters” game where teams guess biases based on descriptions and learn to debunk them? These aren’t just educational; they’re engaging and fun, and they reinforce the message that everyone’s story is valued.

Create Inclusive Policies and Benefits

Sprucing up your organization’s policies and benefits to be more inclusive isn’t just about being progressive; it’s about recognizing and valuing the diverse life situations and needs of your employees. Think about it—when you offer flexible working arrangements, you’re essentially telling your employees, “We get it. Life happens, and we’re here to support you, not make it harder.” This kind of flexibility can be a lifeline for parents, caregivers, or anyone who needs a non-traditional schedule to thrive both professionally and personally.

Now, let’s talk about health benefits. Extending coverage to include mental health services and support for LGBTQ+ employees sends a powerful message that you care about every facet of your employees’ health. It’s like saying, “Your well-being matters, and we’re invested in it.” This is especially critical in today’s world, where mental health is as paramount as physical health.

Here’s another food for thought: Imagine a global consulting firm that decided to shake things up with its parental leave policy. They said, “Hey, being a new parent is a big deal, and we want to support you, regardless of your gender or how you became a parent.” By offering equal leave to all new parents, they’re not just making headlines; they’re setting a new standard for what it means to support families in the workplace.

But why stop there? Let’s take it a step further. What if your company could offer support for fertility treatments, adoption, or surrogacy? Such benefits acknowledge the diverse paths to parenthood and underscore your commitment to supporting your employees’ family planning choices.

And here’s an idea that’s really outside the box: How about a policy that offers paid time off for significant life events beyond the traditional scope? We’re talking about time off for things like the care of a sick pet, bereavement leave for a close friend, or even a sabbatical for personal growth and learning. These kinds of policies recognize the broad spectrum of what’s important in people’s lives, making employees feel seen and valued in all their humanity.

By weaving inclusivity into the very fabric of your organization’s policies and benefits, you’re not just ticking off a diversity checklist. You’re building a culture where everyone feels welcome, supported, and empowered to bring their whole selves to work. And when people feel that way, they’re not just happy employees; they’re your biggest advocates and your strongest asset in attracting and retaining top talent.

Establish Employee Resource Groups (ERGs)

Establishing Employee Resource Groups (ERGs) is like planting seeds of community and connection within your organization. These groups aren’t just clubs; they’re powerful platforms for voice, visibility, and change. By bringing together employees from various backgrounds and life experiences, ERGs create a microcosm of support and advocacy that reflects the broader diversity of the world outside.

Imagine you’re at a multinational corporation with ERGs for veterans, young professionals, LGBTQ+ employees, and more. These groups do a stellar job of giving people a sense of home at work, where they can share their unique experiences and perspectives. But let’s expand on that vision. What if there were ERGs for mental health awareness, for employees from different cultural or ethnic backgrounds, or even for remote workers to help bridge the physical distance between them and their office-based counterparts?

Now, picture this: an ERG fair, an event where all the ERGs set up booths, share their missions, activities, and upcoming events. It’s an opportunity for everyone in the company to learn, mingle, and find their community or even inspire them to start their own group. This fair isn’t just about showcasing the diversity within the company; it’s about weaving those diverse threads into a stronger, more vibrant tapestry.

ERGs can also be a goldmine for leadership development. Members who take on leadership roles within these groups get a chance to hone their skills in a supportive, real-world environment. They learn how to manage projects, lead teams, and communicate effectively across the organization. For the company, it’s like having an incubator for future leaders who are already aligned with the organization’s values and understand the importance of diversity and inclusion.

Furthermore, ERGs can serve as a sounding board for the company’s initiatives, policies, and products. Want to know how a new policy might be received by employees of different backgrounds? Ask the ERGs. Thinking about launching a product in a new market? Get insights from ERGs that represent that culture or region. This feedback loop is invaluable, providing ground-level insights that can steer the company towards more inclusive and successful outcomes.

In essence, by nurturing and supporting ERGs, you’re not just doing good; you’re doing smart business. These groups enhance the employee experience, foster a genuinely inclusive culture, and provide insights that can lead to better business decisions. In a world where the best talent values inclusivity and where diverse perspectives drive innovation, ERGs aren’t just nice to have; they’re essential.

Celebrate Diverse Cultures and Perspectives

Celebrating diverse cultures and perspectives isn’t just a feel-good activity; it’s a powerful way to weave a fabric of inclusivity and mutual respect throughout your company. Think of it as adding color and texture to the workplace tapestry, making it more vibrant and reflective of the world we live in.

Let’s go beyond the monthly international potluck and the World Fair event. Imagine your company marks various cultural New Years, from Chinese New Year to Diwali, with decorations, food, and even guest speakers who can dive deeper into the significance of these celebrations. It’s an educational experience, yes, but it’s also a way to acknowledge and value the diverse backgrounds of your employees.

Or consider a “Global Storytelling Day” where employees are encouraged to share stories or artifacts from their culture or personal history. This could be anything from a traditional dance to a tale passed down through generations. It’s a chance for employees to be the storyteller of their own narrative, offering colleagues a window into their world.

Another idea is to introduce a “Diversity Book Club,” where every month, employees read a book from a different culture or about diverse experiences. This not only fosters empathy and understanding but also sparks conversations that might not happen in the day-to-day grind. Following up with a discussion led by someone from the culture or background featured in the book can provide deep insights and a more nuanced understanding of the topic.

Why not take it a step further and integrate this celebration of diversity into your company’s external brand? Showcase your commitment to diversity and inclusion on your website and social media channels, highlighting stories of your employees and the diverse initiatives your company undertakes. This not only strengthens your brand but also shows potential hires that your company is a place where they can feel seen, heard, and valued.

And let’s not forget the importance of inclusivity training in these celebrations. Ensure that these events are respectful and educational, not just surface-level nods to diversity. Provide context and history, making sure that the celebrations are meaningful and that they avoid cultural appropriation or stereotypes.

In essence, by making celebration an integral part of your company’s culture, you’re doing more than just throwing a party. You’re acknowledging the rich tapestry of human experience, creating a space where every employee can feel proud of their heritage and inspired by the diversity around them. This not only enriches the workplace environment but also solidifies a foundation of understanding and respect that can drive your company forward in a globally connected world

Create an Inclusive Family Culture with Remoforce

Creating an inclusive culture isn’t just about ticking diversity boxes; it’s about building a workplace where every individual feels valued and heard. At Remoforce, we understand that the path to a truly inclusive company culture is ongoing and complex, but the rewards—a vibrant, innovative, and committed workforce—are well worth the effort.

You’re not alone in this journey. Remoforce is your ally in navigating the intricacies of fostering an inclusive environment. Our partnership offers a bespoke approach to developing and implementing cutting-edge DEIB (Diversity, Equity, Inclusion, and Belonging) programs tailored to the unique needs and goals of your organization.

Leveraging our extensive expertise in culture consulting, along with our comprehensive DEIB training and talent management solutions, we empower you to cultivate a workplace where diversity is celebrated, and every voice is amplified. Transform your company culture into one where employees not only thrive but also are eager to contribute to long-term success.

Reach out to Remoforce today, and let’s take the first step towards creating an inclusive culture that propels your company forward.