You would never invite someone to a party and then exclude them. Or would you? Do we do this every day in organizations? Do we bring in top talent, and then indicate through our behaviors that we really don’t want to include them? Or, that we don’t want them to contribute the best they can perhaps because they are different in some way?
Principle 7: Champion Inclusion and Belonging
Much like the tapestry of humanity, Principle 7 emphasizes the importance of weaving together diverse perspectives, experiences, and backgrounds. You play a critical role in promoting equal opportunities and equitable treatment. It is on your shoulders to create an inclusive work environment where every employee feels valued and respected. This is paramount in today’s diverse and dynamic world of business.
Championing inclusion is about recognizing and celebrating the uniqueness of each individual and creating an environment where everyone feels valued, respected, and heard. Differences can bring a variety of perspectives and ideas. You play a pivotal role in ensuring that all employees, regardless of their background, have equal access to opportunities and are treated with fairness and dignity.
To promote inclusion and belonging, you must actively collaborate with employees and leaders to implement inclusive hiring practices and eradicate any biases in the workplace. Open communication and regular feedback become essential in championing inclusion. It’s up to you to foster a culture of trust and transparency, ensuring that employees feel comfortable expressing their concerns and ideas without fear of judgment.
You must work diligently to ensure that inclusion initiatives are integrated into the organization’s values and business strategy. By creating a comprehensive approach to inclusion, your organization can tap into the power of diverse perspectives, driving innovation and creativity. Too often, we get caught up in the emotion of believing differences are negative. As an HR Leader, you must help your organization thrive with the perspective of how differences create opportunities and new ideas.
Championing inclusion and belonging is not merely a one-time effort; it requires continuous commitment and dedication from HR leaders and all members of the organization. Let’s not be the HR leaders that allow our organizations to say, “Welcome! Oh, but leave part of who you are at the door.”
Promoting inclusion and belonging is key to this stage of creating the environment for success. It partners with both fostering engagement and motivation and our next principle of embracing change and adaptability.
