Inclusion vs. Unintentional Exclusion
Most people have good intentions when it comes to including people in workplace tasks, projects and social events. There can be some confusion in terms of inclusion vs. unintentional exclusion caused by an incorrect approach. So, how can you promote a culture of inclusivity that does not actively or passively exclude people in your business?
What’s deemed as exclusion?
At this time of year, many people look forward to festive outings with team members. For some businesses, it might be the first time they’ve been able to arrange a Christmas party since the pandemic. When you are planning a team get together, it’s important to consider every individual. It might be inappropriate to invite the whole team to a pub, for example, when you have an ex-alcoholic, while a meal at a restaurant might be a better option.
Team leaders need to consider people’s faith too. Inviting the team to the pub when someone’s religion prevents them from going to an alcohol-focused setting, would also be insensitive. If the aim is to celebrate Christmas, some people’s faith might not recognise this festival. In many cases, people of different faiths often do not have any objections to celebrating Christmas, but assumptions should never be made about an individual’s views.
Inviting partners also puts pressure on people to bring them along, and when someone’s sexuality is not known, they could feel uncomfortable bringing their partner. It’s important to avoid using gendered terminology and never assume someone’s sexual orientation.
What do we mean by inclusion?
The Chartered Institute of Personnel and Development (CIPD) has the following definition of “inclusion” when applied to the workplace:
“Workplace inclusion is when people feel valued and accepted in their team and in the wider organisation, without having to conform. Inclusive organisations support employees, regardless of their background or circumstance, to thrive at work.” CIPD
Most businesses recognise the need for a more inclusive work culture. But in some instances, people actively and intentionally try to include someone by over-acknowledging their difference, which in effect, results in them feeling even more excluded. Whether they’re intentional or unintentional biases, certain actions or words might be considered as ‘microaggressions’, which could be disrespectful and demeaning to the person.
One example of a microaggression could be where a wheelchair user says they don’t need any assistance, but someone insists on trying to assist them. This person may have good intentions, but this results in the wheelchair user feeling disempowered and uncomfortable. Their disability has been put in the spotlight, rather than their ability to be self-sufficient.
Creating an inclusive culture
Inclusion is a complex area, but as long as employers can show they are actively including people in decisions and are not making assumptions, this will make a difference. As everyone is different, meeting everyone’s needs can be difficult and, in some cases, this might not always be possible. It’s how you approach a contentious situation that matters.
Think carefully about any decision that could make someone feel excluded, whether it’s task-based, project-related, or regarding a social event. Here are some suggested approaches:
Embrace people’s diversity – seek to understand differences and what types of situations might be deemed non-inclusive to others.
Create a system of checks and balances to assess if you have created an inclusive environment. Where appropriate, discuss contentious topics with your team or with an individual being careful not to promote further exclusion.
If there is a task or project where someone could feel potentially excluded, encourage open dialogue so you can talk through your reasoning.
If there is a social event, make sure everyone’s views are considered. On the rare occasion when someone might have a strong objection to an event such as a Christmas party, you could rename the event as an ‘End of Year Party’ to have a fully inclusive function. But this would be where the purpose of the event is not to celebrate the religious aspect of Christmas. Consider what other religious events you might celebrate as a company.
Review your company strategies and policies to ensure you have considered diversity, equality, and inclusion (DEI) in the workplace.
Consider DEI training and development for managers and team leaders to make them aware of best practice for tackling inclusion issues and unconscious biases. You could also look at company-wide training for your employees.
Promoting an inclusive culture in your workplace will help your employees to feel recognised and valued. And inclusivity has been directly linked to productivity too, as people perform better when they feel supported. The Inclusion Initiative (TII) was launched this year to study the impact of diversity on business performance. Funded by the Economic and Social Research Council, the aim is to find solutions to help businesses navigate this complex area.
For more guidance on inclusivity, please read our previous blog, Promoting Diversity, Equality and Inclusion (DEI) in the Workplace. Through our Retained HR Service or project support, our team can review your HR strategies, policies and procedures. We also provide Mentoring, Training and Development for managers on topics such as inclusion.
If you would like guidance on inclusion, or you need advice on another HR matter, please get in touch.
Sources:
https://www.lse.ac.uk/News/Latest-news-from-LSE/2022/c-Mar-22/Studying-the-link-between-diversity-and-productivity
https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/building-inclusive-workplaces#gref