At every workplace you find yourself, there is some form of diversity. Even in environments that have only one gender there is likely to be diversity in other aspects like religious affiliations or ethnicity.
Diversity as defined by the American Psychological Association, refers to the representation or composition of various social identity groups in a workplace or an organisation. It focuses on the demographics of the workforce such as gender, race/ethnicity, age, sexual orientation, veteran status etc.
But for the fact that a community is diverse does not mean that everyone feels included.
Inclusion is the act of accepting and welcoming people regardless of their race, gender, religion or background. It is the ability to create a safe space for everyone to stay accepted and understanding that everyone is different in their own unique ways.
Remember, Inclusion Is More Than a Policy, it is a Feeling
This write-up will explore the psychological foundations of inclusive workplaces, delving into concepts like psychological safety, social identity, and empathy. We will also provide actionable strategies to cultivate a truly inclusive environment.
The Psychology of Inclusion
The need to belong is a very important aspect of human motivation. As clearly said by Katherine W. Phillips, it is being around others who are different from us that makes us creative, hardworking, diligent and motivated.
On Maslow’s Hierarchy of Needs, following physiological and safety needs, comes the need for love and belonging. Social Identity Theory also explains this further by stating that individuals derive self-esteem through membership in groups.
Why Does it Matter? (At the workplace)
The importance of the formation of an inclusive workplace cannot be overstated. The following can be seen at such workplaces
- Innovation and creativity:
- Improved self-esteem and confidence
- Enhances communication and reduces conflicts.
- Build trust and rapport with their teams.
Hence, neglecting such psychological needs can lead to feelings of isolation, decreased job satisfaction, and increased turnover.
Elements of an Inclusive Workplace
With the increased attention given to diversity worldwide, companies and organisations nowadays focus on workplace diversity by hiring people from all background, religion etc.
Even though it is a good initiative, there also need to be the practice of Inclusivity. Inclusive practices are not done by only leaders, bosses or managers but the workers themselves too. An inclusive workplace should have the following:
1. Equality and Equity
Equality basically talks about sameness. It means giving everyone the same/equal opportunities. Example gender equality where both male and females are given equal opportunities at the workplace.
Equity also deals with fairness. Equity practices take into account everyone’s starting position. Hence what is given is different in terms of what you already have but to reach the same goal or level.
Example: Equality is when everyone is made to come to work 5 days a week. Equity is when those with health issues come 3 days in the week.
Key Practices:
- Flexible policies and work arrangements
- Personalise employee development plans
2. Recognition and Validation
Every worker in the workplace must be seen, heard, and acknowledged not only for what they do, but for who they are. Naturally, individuals are wired to seek affirmation, that is we want to know that our efforts are seen and valued.
Key Practices:
- Microaffirmations: Subtle actions and statements that express inclusion, respect, support, and appreciation, often directed towards underrepresented groups. Example nodding or showing concern when someone is talking, avoid multitasking and concentrate when someone is seeking attention.
- Implement peer-recognition programmes.
- Celebrate diverse achievements and milestones.
3. Inclusive Communication
All employees must feel heard, and respected. Inclusive communication ensures that everyone in the workplace is given the chance and the safe space to voice out their opinions and concerns without fear of being judged or any negative consequences.
Key Practices:
- Avoid jargon and culturally specific references that may exclude.
- Use inclusive language in all communications.
- Open forums, suggestion boxes, surveys.
4. Access to Resources
Buildings and other resources at the workplace should be made accessible to everybody irrespective of their abilities. With this, everyone, including physically challenged, visually impaired workers and others with diverse needs, can participate fully and equally at the workplace.
According to the World Health Organization, over 1 billion people globally experience some form of disability, and many are systematically excluded due to inaccessible buildings, technologies, and support systems WHO, 2023
Key Practices
- Physical Accessibility: Wheelchair ramps, lifts, accessible toilets, automatic doors etc.
- Accessible Technology
- Accessible Learning Materials
5. Empathy and Perspective-Taking
Empathy involves understanding and sharing the feelings of others. Example: Workers who recognise the efforts of their colleagues who are being looked over can also validate and speak up for each other.
Key Practices:
- Conduct active listening workshops.
- Encourage sharing of personal experiences to build understanding.
Hidden Barriers to True Inclusion
Microaggressions
Unintentional behaviours, biases, attitudes or comments that communicate bias or exclusion. Example: interrupting others in meetings while they are talking or making jokes about peoples accents or backgrounds. They can even affect who gets hired, promoted, or how well a team works together.
Tokenism
Tokenism refers to the practice of involving a few individuals from marginalised or underrepresented in order to give the appearance of equality within a workforce.
In order to create a diverse and inclusive workplace, some companies engage in this practice that creates a superficial and an illusion appearance of diversity. This can perpetuate stereotypes and reinforce biases, hindering genuine progress towards inclusivity.
Example the idea of The “Only One” in the Room. This is where a company hires one woman or one person of a race onto a team just to appear diverse but does not give them equal opportunities to speak or lead. They are often seen as “representing” their entire group.
Strategies for Building Inclusivity
Inclusive Recruitment
A genuine inclusive workplace starts with leaders who are unbiased. Once the leadership team sets the tone, it automatically spreads throughout the organisation. The leadership committee in their hiring processes needs to be unbiased and give all applicants a fair chance without any favouritism. Hirring committees should also endeavor to hire people who are open to work with a diverse group of people.
Leadership Training in Inclusive Psychology
Organisations cannot achieve inclusivity if their leaders are not committed or trained to inclusion. Hence leaders need to be equipped with the skills to foster inclusive environments. Training should cover topics like emotional intelligence, cultural competence, and bias recognition.
Fostering Open Dialogue and Feedback
Create platforms for employees to voice concerns and share experiences. This helps build cohesion and a shared sense of purpose.
Also create a regular feedback mechanism to help identify areas of improvement and reinforce positive behaviours.
Offering Inclusive Ongoing Mentorship
An inclusive process sets the tone for new hires, while mentorship programmes support ongoing development. Employees need to understand what inclusion is, its importance and how to integrates these practices at the workplace before they can practice it.
Therefore, organisations should provide ongoing opportunities for employees to learn and grow in their knowledge and inclusive practices. This can be done through seminars, workshops etc.
Celebrate Diversity
Celebrate all the diverse groups represented in the workplace. Examples: honouring different cultural or religious holidays,
Final Thoughts
Real inclusion is felt, not imposed. It is about creating environments where individuals feel valued, heard, and empowered.
By understanding and engaging with the psychological aspects of inclusion, organisations can create communities in which all individuals thrive.
Over to You
Reflect on your workplace and tell us;
- What are some of the inclusive practices at your workplace?
- What steps can you take to foster a more inclusive environment?
- What steps can the organisation also take to foster an inclusive workplace?
Share your thoughts and experiences in the comments below.
REFERNCE
American Psychological Association. (n.d.). Equity, diversity, and inclusion. https://www.apa.org/topics/equity-diversity-inclusion
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