How can you ensure your organization's policies and practices are inclusive?

Simple really. Include your people in policy formation. People matter. Policies shape the way an organisation operates and responds to market changes and trends. People inform that change through behaviour. Include people in the development of the policy that is designed to support the organisation they are a part of. Inclusive policy development can’t exclude the very people it is designed to support.

Agreed. I do assessments for my clients to find out where they’re at. This gives me the necessary information as to what my best next step will with them, then execute it. It’s essential to tie in the mission and vision of the company to your team, so you are all on the same page out to achieve the same goal.

I think we often make the mistake of defining the vision before including the people who are expected to execute and live out that vision, in the hopes that they will validate our good work. Inclusion is action that is concretized by policy. What is already congruent? Let’s concretize that and then explain how we came to that conclusion until our heads fall off. Until people finish our sentences. Then assess again. Policy work is front-end heavy and marathon intense.

We ensure the individuals who are developing the policies and practices represent diverse perspectives and provide the psychological safety that assures all voices will be heard and respected.

In my experience, this is part of the culture of an organization and pervasive throughout. Inclusivity must be clear in the mission and vision of the organization along with the company's goals. Then, all members can easily refer to these if instances arise that are not inclusive.

have an unbiased policy for recruitment, training opportunities, job positioning, overseas appointment and promotion . Respect all religions/casts and participate in their traditional functions Ensure participative decision-making, reward for innovative ideas, and celebrate even small successes of your teams. One word guidance is OWNWESHIP Dr Sarbjit Singh

It requires a multi-faceted approach as follows; 1. Create a committee dedicated to promoting diversity and inclusion within the organization. 2. Conduct Diversity and Inclusion Training. 3. Regularly review existing policies to identify any potential biases or barriers to inclusion. 4. Encourage open communication and create a culture where all employees feel comfortable expressing their ideas and concerns. 5. Develop hiring practices that prioritize diversity and inclusion. 6. Establish employee resource groups (ERGs) that focus on specific diversity. 7. Continuously evaluate and measure the organization's progress in promoting diversity and inclusion. Remember, promoting inclusivity is an ongoing process that requires commitment from all

A compelling vision and shared understanding can be truly motivating. Nevertheless, organizations should also formulate and communicate measurable and binding goals to foster real commitment and impact. Only then can progress be monitored in the end.

Através de políticas revisadas regularmente, treinamentos para sensibilização, recrutamento diversificado, avaliações de desempenho justas, promoção de lideranças diversas, feedback contínuo, e um comitê dedicado à diversidade e inclusão. Nosso objetivo precisa ser criar um ambiente de trabalho onde todos os colaboradores se sintam valorizados e tenham oportunidades iguais de crescimento e desenvolvimento.

Be updated, so policies doesn't mean it is have to, sure it means having flow, rules, guidelines and etch. At the same time it*ll be more useful having updated one. Each member of the staff have to know and aim it, also they understand that it is as open resurs not only can be updated, also have to be upgraded. Being updated it is also means the same dynamics with the trends. That is all.

One way that you can foster inclusion is through sharing power in decision making. You can do this with policies by allowing the team to co-create / provide input on the policies. Your policies are a set of agreements between the company/organization and employees and between employees. Ensuring you include multiple perspectives and ideas as you draft or update your policies will increase inclusion.

I agree on the importance of vision alignment necessity for an inclusive workplace. A clear vision statement inspires and unifies employees towards inclusivity, fostering a diverse and welcoming workplace culture. It communicates the organization's commitment, motivating engagement, aligning actions, and attracting like-minded talent to sustain ongoing efforts for diversity and inclusion.

HR processes are a huge lever for inclusion as they affect the entire employee lifecycle. We have therefore experienced that an employee journey exercise is extremely useful for reviewing existing structures and processes for inclusivity.

Some ways to get started are to ask the right questions. 1. In this policy, who is included and excluded? 2. Does this policy favor only one type of performance? If so what are other ways high quality performance can be demonstrated? 3. Do we attract primarily one or two identity groups? How can we expand our pool? 4. Who are we connected to outside the organization in identity groups we do not have well represented who can help us? Seek minimum 3, preferably not people who think like you. 5. When considering across the board salary cuts or increases, remember the value of your lowest paid employees. Ask how can we close income gaps? 6. Does our benefits significantly decrease net for lowest paid employees?

Inspect your current policies to ensure they’re unbiased. When brainstorming, include a diverse group of people—more viewpoints, more brilliance. Communication is crucial; make sure everyone knows about the inclusive atmosphere. Educate your employees; knowledge is power. Regular check-ins keep you updated on what’s working and what needs to be improved. Flexibility is essential; rigid policies will not suffice. Be transparent; it creates trust. Remember, diversity is more than a buzzword; it’s the secret ingredient to a successful workplace.

Si quieres realmente ser inclusivo en tu organización empieza por una primera cosa: - Piensa cómo tratas a tus distintos hijos y eso mismo aplícalo con tus colaboradores.

Prior to establishing your vision and creating a mission statement you need to look at big data and thick data, i.e. quantitative and qualitative/ethnographic. Once you have gathered and analysed both sets of data with all stakeholders you can then co-construct your vision. In a school context this process would include your staff and school board, and where appropriate your students. Once your vision and mission has been created it must be visible and front and centre when making decisions, implementing strategies, and allocating physical and human resources. In my experience I have found that implementing this process leads to ownership and commitment at every level.

Reviewing existing policies in light of your inclusivity vision is crucial. Policies, governing various facets like recruitment and performance, must align with the goal of fairness, consistency, and transparency. A thorough evaluation using checklists or frameworks helps identify potential gaps or areas needing improvement. This process ensures policies do not inadvertently discriminate or exclude individuals based on identity, background, or preferences. It sets the stage for creating an inclusive environment where organizational practices are in harmony with the overarching vision.

It’s essential that you include input from various stakeholders during the policy development process. This ensures diverse perspectives, and helps in identifying potential biases.

Recentemente a NASA cancelou uma viagem que enviaria astronautas mulheres para o espaço por falta de trajes. Atualmente o número de mulheres que atuam na NASA é muito pequeno e por isso os trajes nunca evoluíram muito para atender as necessidades femininas. Não espere ter diversidade para se adaptar. Busque trazer pessoas diversas para a discussão e deixe que elas mostrem o que precisa ser adaptado em suas práticas para que elas sejam incluídas. Não há como entendermos a realidade se não a vivenciamos, então é importante dar espaço para que as pessoas que você quer incluir contribuam para essa construção.

Absolutely, having dynamic policies that are periodically reviewed and involve input from diverse groups is key. This approach ensures that policies remain adaptable and responsive to evolving needs, making them more effective in promoting inclusivity and addressing the specific concerns and perspectives of various employees within the organization.

Methods such as regular feedback can promote inclusive and appreciative collaboration by enabling transparent communication and open dialogue. Through constructive feedback, employees have the opportunity to share their perspectives and reflect on their contributions. This not only encourages an understanding of diversity but also fosters a culture of respect. Inclusive feedback takes into account different working styles and backgrounds, contributing to an environment where every employee feels heard and valued. This strengthens the sense of teamwork and promotes successful collaboration within the organization.

I find that starting with remembering that we are all human and want to be heard helps. When your staff know you care about them they tend to care more about the work they are doing.

Beyond policies, adapting practices is essential. Practices encompass informal behaviors shaping organizational culture, from communication to staff support. Ensuring inclusivity demands practices that are respectful, responsive, and empowering for all. Employ strategies like training, mentoring, feedback, and recognition to refine practices. These efforts foster a positive work environment, aligning day-to-day behaviors with the inclusive vision.

Was mir und meinen Kunden in der Praxis immer hilft ist die Erarbeitung eines Code of Honor. Dabei ist es wichtig, dass alle Mitarbeiter ein Teil der Erstellung sind. Erst dadurch wird ein Code of Honor verbinlich. Er muss schriftlich und am wichtigsten visuell präsent für alle Mitarbeiter, jeden Tag, sein.

First and foremost, before all the surveys, audits, reviews, and reports, leaders should take the time to simply leave their office and go talk to the people who work for them. Pure observation and listening will go a long way for ensuring a policy or practice is inclusive. Many leaders have lost touch, and impose policies and practices that only impact a few people, which may not have been the intent. If the analysis of a perceived issue is based on a few respondent, the the impact will be skewed toward their responses only. But for the workers in the greater organization, a written policy or practice may have an opposite affect and therefore be ignored. This simple method will keep inclusive policies and practices on track.

Accountability, accountability, accountability. The best metrics in the world are useless if someone isn't responsible for meeting them. Set retention goals for managers and leaders. Set interview/hiring goals for recruiters and hiring managers. Tie executive bonuses to the company meeting diversity metrics. Set up plans for how to improve if you don't meet those goals. Diversity has to be a core KPI for the company/organization in order to see meaningful progress.

To keep inclusivity on track, it's all about the metrics. - Measure diversity in recruitment, promotions, and project assignments on a regular basis. - Survey the team to get their feedback. See if everyone is feeling included and respected. - Analyze turnover rates. If they are high, there may be a problem with inclusivity. - Review employee feedback, including both positive and negative comments. - Create a diversity dashboard to track progress and identify areas for improvement. Remember, it's not just about the numbers. It's also about the stories that the numbers tell.

In addition to monitoring progress, celebrating and communicating success is essential. Recognizing and sharing achievements in promoting inclusivity not only boosts morale but also reinforces the organization's commitment to diversity. It inspires employees and stakeholders, fostering a positive culture of inclusivity and demonstrating the organization's dedication to its goals.

Utilize indicators like staff satisfaction, engagement, retention, performance, and diversity to track outcomes and evaluate effectiveness. Employ methods such as surveys, audits, reviews, and reports to gather and analyze data and feedback from staff and stakeholders. This continuous feedback loop enables identification of issues or challenges, facilitating necessary adjustments.

Die angegebenen Tool sind definitiv hilfreich bei der erstellung von messbare Daten. Viel wichtiger ist meiner Erfahrung nach das ein Leader sich die Zeit nimmt, um mit den Mitarbeitern Gespärche zu führen.

It’s important to have specific measurable and relevant metrics that align with your organization goals and that you collect data regularly to track progress.

If you are looking to ensure inclusivity, then actively engaging with staff would have to be one of the most important activities. Without true engagement, you are making assumptions…welcome to society. To be truly inclusive, staff need to involved along every step and right from the get go. It is especially important the cohorts that the policies and practices may affect are front and centre in the discussion. Providing safe spaces where mediated, open and robust conversation is able to occur, capturing the conversations, and of course ensuring regular feedback before, during and after these sessions, will assist in continuing the relationship and ensure staff feel like they are actually being listened to.

Engaging everyone involved makes the difference. Even if your policies are inclusive, engagement level changes how well the culture demonstrates the policies. People need to be included in order to include others. Inclusion is more than how people appear or present themselves to others. Inclusion is listening to everyone affected. Instead of simply giving a place at the table, be sure to give a voice in the conversation. Also, remember to include internal strengths, perspectives, and gifts, not just "protected classes." Each individual deserves to be heard and valued. How would YOU like to be engaged? How would OTHERS like to be engaged? Ask questions. Listen to answers. Act on suggestions.

Truly, meaningfully and "genuinely" engaged with you staff; do not engage to just tick a box ... Do not fake it because it will not last.

When building an inclusive school in Kyiv, it was important to have the teachers feel that they were part of the process. Peter Mott helped the teachers to create their vision and mission statement for this new school. Professional development was provided for teachers at different levels depending on their interests. This helped to build a team of resilient, motivated teachers and we owe them much respect for all they have accomplished.

Consider using some of these approaches to engage staff. - Start with a town hall to set the tone. Make inclusivity a priority and ensure that everyone feels welcome. - Hold open forums to encourage discussion and hear from a variety of perspectives. - Create task forces with diverse members so that everyone has a chance to contribute. - Conduct regular pulse checks to gauge the progress of your efforts and identify areas for improvement. - Create a virtual suggestion box to make it easy for people to share their ideas. - Celebrate your successes, big and small. This will help to create a sense of momentum and keep people engaged. Remember that it's not just about talking the talk; you need to walk the walk as well.

Typically, organizations engage staff only once in this process such as at the kick-off event. It's announced, hyped up, and then quickly fizzles. Therefore, engaging staff should be continuous to ensure inclusive policies and practices have a positive impact. I suggest at least an one-year training plan with at least quarterly training or employee engagement events. Training should not only reinforce policies, but also the skills needed to create an inclusive culture. Training should be multi-level too. Front-line staff learn the relationship building skills to ensure all team members feel included. Managers/directors focus on trust building skills to develop inclusive teams. Leaders learn how to communicate the vision of inclusion.

Inclua equipes diversas em todos os aspectos (regionais, culturais, geracionais, gênero, etc.) para que cada um, do seu espaço de fala, ambiente, conhecimento e principalmente experiências cotidianas possam trazer os impactos que esse processo gera e quais ações são importantes serem estruturadas. Quando as equipes possuem muitos traços semelhantes, a chance das ações serem mais do mesmo ou com vieses inconsciente inclusive de falsas inclusões é muito grande e com isso a oportunidade de gerar falsas equidades. Hoje na empresa que atuo, todas as iniciativas nos damos ao trabalho de revisar os times e trazer opiniões distintas e diversas para ter cada vez mais assertividade no resultado e assim fortalecer o orgulho que temos de pertencer.

Engaging a larger group of individuals is key. It is important to think about who is sitting around the table when creating policies and procedures. Ask yourself these questions: -What assumptions are we making? -What voices are missing? -Who will benefit from this policy the most? -Who will this policy impact in a negative way -- is that okay?

Inclusive environment comes with awareness, acknowledging biases, having a vision, tools, training and language to implement it. Inclusive - not leaving people out. It takes willingness, openness, awareness, and effort. An inclusive mindset can make it a whole lot easier to implement tools and learn.

Celebrating is about recognizing the hard work that everyone is doing to create the best environment and culture for everyone.

Walk in the shoes of your staff. Work a shift, lend a hand, do the jobs. It inspires people to see leadership getting down and dirty in the workplace because then equality is seen as company culture. Don't just talk the talk, walk the walk.

There are two things I do that has helped me connect with people from ALL BACKGROUNDS: 1. Do unto others as you would like done unto you 2. Take a few minutes each day to bring yourself back to the present. Doing this allows you to not only appreciate THIS DAY, but to reflect on the things you have done to get you to this day. Acknowledge your past. Appreciate your present. Anticipate your future.

In everyday routines, celebrating successes can often be overlooked due to the focus on ongoing tasks and challenges. Time constraints, workplace busyness, and a lack of recognition routines contribute to this. Nevertheless, regularly celebrating successes is crucial as it not only boosts motivation but also fosters a positive work environment, strengthens team cohesion, and solidifies the company's vision. It creates a space for appreciation and, in the long run, promotes the organization's success.

Erst das feiern unserer Erfolge, zeigt uns das wie einen Schritt weitergekommen sind. Ohne diese positive Rückmeldung an uns selbst, kann es passieren, dass wir uns im "höher, schneller, weiter" verlieren und langfristig alleine und krank dastehen.

Thinking outside the box involves proactive outreach programs to foster inclusivity. Collaborating with community organizations, industry unions, educational systems, and NGOs can be transformative. For instance, our success in promoting inclusivity for people with special needs stemmed from strong partnerships with NGOs, government agencies, and private sector players. Such collaborations enable sharing of resources, expertise, and innovative solutions, creating a powerful, inclusive ecosystem that benefits all stakeholders and society at large.

I agree with the previous six points and I would like to add, celebrating each other. Be certain to include activities and events that highlight and recognize the cultural practices of each ethnicity and/or groups of individuals. This makes everyone feel included and valued. This also allows others to gain knowledge and respect for diverse backgrounds.

Algunas acciones sencillas para ser más inclusivo en la empresa: 1.- Elimina las bromas sexistas. 2.- Horarios flexibles para quien más lo necesite. 3.- No invalidar las ideas de los demás. 4.- Fomentar y agradecer que se atrevan a decir lo que piensan. 5.- Mentoring para que tengan igualdad de oportunidades.

Muito bom o artigo, inclusive acredito que ter empatia pelo time é essencial para seu desenvolvimento e contribuição das demandas de forma mais ágil.

There is a step that must take place before step. It’s a step that should never have an end point. Talk to the people in your organization that are impacted by inclusivity policies and procedures. Listen to your LGBTQAI+ employees, listen to your employees with visible and hidden disabilities. Listen to employees of color, who are Muslim, Jewish, neurodivergent. We must stop making policies without including those that are impacted by them.

Investment is required. Invest in expertise. Invest in individuals or companies with the education, training and experience to navigate and advance these priorities. Invest in infrastructure to sustain the shift.

1- Having 360 degrees feedback would ensure that internal & external practices are inclusive. Taking comments & suggestion from all levels of the hierarchy; top management to subordinates, colleagues, and even beyond; stakeholders including suppliers, clients and all, formally and in a documented way. 2- Having a whistle-blower system; perhaps an anonymous website to receive opinions on this matter, accessible to all stakeholders. 3-Discussing the feedback quarterly/semi annually in official meetings to review policies & implement procedures. 4- Then by having all of these, all organizations should spend on Training ie activities & games, on a departmental or organizational level, that will foster the inclusion behavior and make it real.

Der Ausgangspunkt ist unzureichend. Sie müssen vor und in allen genannten Punkten die Menschen integrieren, um die es geht. Seien es jetzt sogenannte Menschen mit Behinderung, diverser Geschlechter, Minderheiten, Landesherkünfte oder Religionen. Und dies innerhalb der Firma und von Interessenvertreter*innen von außen. Und Sie müssen unbedingt die gesetzlichen Rahmenbedingungen ihres Landes berücksichtigen.

A fish rots from the Head! In any initiative as this one it is imperative to have a minimum of one champion from top leadership. Anything less runs the risk of quickly being labeled insincere at the core.

The topic of Diversity, Equity, and Inclusion (DEI) along with Belonging is crucial for employee satisfaction and, consequently, organizational success. When employees feel valued and accepted in an inclusive environment, their satisfaction increases. This not only enhances employee retention but also boosts productivity and creativity. A diverse workforce brings in different perspectives and ideas, leading to innovative solutions. An inclusive environment further strengthens employee engagement, playing a significant role in the long-term success of the company.