What is inclusion in the workplace?
Inclusion at work starts with the idea that a team is a group of people working toward shared goals. Just as groups can intentionally or unintentionally exclude others, workplace teams can either encourage participation or create barriers without realizing it.
Examples of workplace inclusion include:
- Ensuring employees have fair access to opportunities to succeed
- Involving employees of different backgrounds and skill sets to contribute to workplace discussions
- Using inclusive language in internal communications
- Allowing employees to be the most authentic version of themselves
- Providing equal opportunities for training and career progression
Why is inclusion important in the workplace?
As we explain in our Work Wellbeing report, inclusion – alongside belonging and energy – is one of the top drivers in employee wellbeing. With work wellbeing levels currently lower than during the pandemic, it’s increasingly important for employers to address the reasons for this decline.
There is a strong business case for improving work wellbeing. Our partnered research with the University of Oxford also shows that work wellbeing isn’t just a ‘nice to have’; it can significantly contribute to better valuations, higher returns on assets and increased profits.
Inclusion plays a role in employee engagement and retention. When someone feels excluded from a team, it can impact their performance, motivation and sense of belonging at work, often encouraging them to look elsewhere for work.
According to our UK guide to employee engagement crisis, only 11% of workers are engaged, which can have a knock-on effect on business resilience and growth.
What makes employees feel included in the workplace?
In order of importance, the top factors contributing to employees feeling included are:
- ‘Being able to express work-related opinions freely’.
- ‘Being able to express my own personality (e.g. by means of clothing, hairstyle, etc.) without being judged’.
- ‘Being able to express my non-work-related opinions and ideas freely’.
Strategies for inclusion in the workplace
Based on these top factors that contribute to inclusion, here are some practical strategies for employers to consider:
Foster a healthy speak-up culture
In our article on speak-up culture at work, we explore what happens when employees are able to share disagreements, concerns, ideas or mistakes without being reprimanded. Some of the ways that employers can foster a positive speak-up culture may include:
- Encouraging regular and constructive team meetings
- Introducing an open-door policy to reduce the divide between managers and their staff
- Leading by example by being receptive to new ideas, adopting a gentle leadership style and using transparent communication.
Allow employees to wear clothes they’re comfortable in
With some exceptions, allowing employees to wear clothes they enjoy wearing could have a positive impact on their feelings of inclusion.
For example, in our guide to dress code, one study found that 57% of Millennial and 58% of Gen Z employees believed they would enjoy their workplace more if it had a casual dress code.
Additionally, neurodivergent employees may benefit from clothing or accessories that improve comfort, such as noise-cancelling headphones or sensory-friendly clothing, therefore improving their engagement and focus.
Can dress codes boost inclusion?
While being able to express your personality at work is a top driver for helping employees to feel included, a dress code can sometimes boost inclusion. A dress code that is respectful and inclusive of different employee backgrounds could help to make all employees feel welcome.
Embracing different workplace communication styles
Employees often express themselves in different ways. Some prefer verbal discussions; others communicate most effectively in writing or through visuals. Making room for these preferences can help more employees participate confidently and share their ideas.
Employee resource groups (ERGs) can provide helpful insights as well, especially regarding communication norms and workplace experiences. ERGs can support employees and help organizations refine inclusion practices.
