Inclusion isn’t a trend that goes in and out of style, nor is it a buzzword, a catchphrase, or something to put on your company’s Careers page to check a box. Inclusion is an important pillar of a healthy, productive company culture. Businesses that prioritize inclusivity are more likely to attract top talent, foster creativity, and improve their employee engagement. The more your employees feel valued and respected, the more likely they’ll stick around, lowering turnover rates and helping overall productivity.
However, creating an inclusive culture can’t simply mean focusing on diversity hiring. It also demands that leaders—particularly middle managers—actively champion inclusion every day. Managers are the linchpin in driving inclusive behavior within teams. They shape team dynamics, set company expectations, and influence how employees feel respected and valued. Without the right training, even the most well-intentioned managers can accidentally perpetuate exclusionary practices. Whether it’s through bias or lack of awareness, if you aren’t able to help employees feel included within your organizational culture, they’ll seek employment elsewhere. By providing managers with what they need to communicate inclusively, HR can transform managers into champions who understand their employees in whole new ways.
Clarify the Concept of Inclusive Leadership
Before jumping headfirst into training, it’s crucial to define what inclusive leadership is and isn’t. Many people equate inclusion with diversity, but they’re two different—albeit related—concepts. Diversity refers to the wide range of backgrounds, identities, and experiences that employees bring to work, while inclusion is the practice of curating an environment where everyone, regardless of their background, feels empowered to contribute.
Inclusive leadership involves managers actively working to create that environment. This might require managers to recognize and value diverse perspectives, ensure everyone has equal access to opportunities and resources, and advocate for equitable treatment for employees. It doesn’t look like having diversity-based quotas, discriminating against people based on characteristics they can’t help, or constantly highlighting efforts to create a diverse team. Diversity isn’t just a gold star for people to cheer about—if it doesn’t have a meaningful impact, then it’s pointless.
Providing clear examples and case studies can help managers better understand inclusive leadership. Showcasing real-life instances where inclusive practices have led to improved team performance and higher employee satisfaction can drive the point home. Furthermore, encourage managers to discuss what inclusion means to them and share their own experiences. This way, there is a shared understanding and a personal connection to the principles of inclusive leadership.
Foster Self-Reflection
In recent years, unconscious bias training has gotten a bad rap due to poorly run programs and ridiculous stereotyping, but that doesn’t mean all self-awareness of privileges and perspectives is bad. Managers must be able to reflect on their behaviors, assumptions, and biases to lead diverse teams effectively. Nobody is free from bias; everybody brings their own unique background, upbringing, and viewpoints. Avoid villainizing biases and instead encourage managers to understand them and how they may be helping or hindering the work environment. Otherwise, these biases can easily shape managerial decisions, even without intention. You don’t want unconscious biases influencing hiring, promotions, feedback, or the distribution of work.
HR can train managers to become more aware of their biases by offering training that includes identifying those biases, understanding them in terms of decision-making, and implementing strategies to combat those biases. This practice requires a lot of humility and patience, but good managers will be able to handle scrutiny and feel empowered to become the best managers they can be. Encouraging self-reflection doesn’t always need formal training; it can also involve regular one-on-one conversations between managers and HR, providing them with a safe space to discuss concerns and seek guidance.
Promote Attentive Listening
Active listening is simply the act of listening attentively and without judgment. Active listening involves not only hearing what employees say but also understanding underlying emotions and concerns. Managers should be trained to ask open-ended questions, give employees time to speak, and avoid interrupting. Even small body-language red flags, like lacking eye contact or seeming distracted, can create communication issues during sensitive conversations.
What does active listening have to do with inclusion? Firstly, people feeling heard is a foundational part of them feeling included. If they don’t feel like they have anyone to go to with concerns or issues, they’re not going to feel like they have a place within your company. Additionally, people from different backgrounds might have different communication styles, but all of those can be actively listened to. Just because someone is using different verbiage or tone doesn’t mean they don’t deserve a listening ear. If managers haven’t been fostering an inclusive environment, it’s important that employees have an opportunity to present that information to improve the workplace dynamics.
Training programs focused on active listening techniques can equip managers with practical skills. Role-playing scenarios where managers practice active listening can be particularly effective. Moreover, providing managers with feedback on their listening practices will help them understand areas where they may need to improve. Ultimately, fostering a culture of attentive listening will help build trust, reduce misunderstandings, and create a more inclusive workplace.
Develop an Accountability Structure
Inclusion is not a fleeting trend or merely a buzzword to tick off a checklist. It stands as a crucial element of a thriving and productive company culture. Companies that prioritize inclusivity tend to attract top talent, spur creativity, and enhance employee engagement. When employees feel valued and respected, they are more likely to remain with the company, reducing turnover rates and boosting productivity.
However, fostering an inclusive culture goes beyond diverse hiring practices. It requires leaders, especially middle managers, to actively promote inclusion on a daily basis. Managers play a pivotal role in shaping team dynamics, setting organizational expectations, and influencing employees’ sense of respect and value. Without proper training, even well-meaning managers can inadvertently sustain exclusionary practices due to bias or lack of awareness. If employees don’t feel included, they’ll look for opportunities elsewhere. By equipping managers with the skills to communicate inclusively, HR can turn them into advocates who deeply understand and support their team members.