Most of us work or have worked within a global team.
That means we’ve enjoyed getting to know new people, cultures, and points of view.
However, that’s not always smooth sailing. So, as a CTO, you must keep inclusivity among your top priorities when creating your leadership strategy. After all, you want your employees to feel valued, respected, and seen. A happy team equals a successful company.
That’s why we’ve created a short guide, outlining several strategies to aid you in creating an inclusive leadership strategy. You can trust us – we know a thing or two about building global diverse teams. More on that later, though.
Without further ado:
Why Inclusivity in the Workplace Matters
Here’s the thing:
An inclusive workplace is a magnet for top talent. Companies that are known for it tend to have higher employee satisfaction and engagement levels, as team members feel valued and respected for who they are.
As a result, inclusivity also reduces turnover rates. High turnover rates can be costly for organizations, both in terms of financial resources and the loss of institutional knowledge. So, you want to lower those as much as possible. Thankfully, inclusivity fosters a sense of belonging among employees. When individuals feel that they are part of an inclusive culture, they are more likely to be motivated to perform at their best.
It also promotes collaborative culture. This in turn leads to better teamwork, increased productivity, and ultimately, better business outcomes.
To put it simply, there’s a lot to gain. Here’s how to incorporate inclusivity into your leadership strategy:
Best Practices for Inclusive Leadership
The good news is that those practices are extremely easy to embrace in any workplace. And it doesn’t matter whether your employees work remotely or on-site – we have prepared a tip for every scenario.
Promote Open Communication
We all know that effective communication is essential for collaboration and teamwork. Of course, leadership plays a crucial role in setting the tone for it. CTOs and other decision makers should model transparent and honest communication in their interactions with employees.
The most important thing:
Encouraging dialogue.
Here’s what you can do:
- Regularly update employees on organizational developments and decisions.
- Encourage open-door policies where staff feel comfortable approaching you with questions or concerns.
- Implement a mix of formal and informal communication channels, such as team meetings, one-on-one check-ins, email updates, and instant messaging platforms.
- Utilize digital tools and platforms that facilitate real-time communication and collaboration, such as Slack, Zoom, and Microsoft Teams.
- Encourage the use of suggestion boxes or anonymous feedback mechanisms.
Creating a safe environment for your employees to speak freely will benefit you greatly in the long run.
Encourage Inclusive Decision-Making
Including your team in the decision-making process makes them feel important and helps them recognise your company’s goals as their own.
So, make sure your employees have a say in important matters. Talk to people from different genders, races, ethnicities, etc. Don’t make the mistake of discussing various decisions with the same people over and over.
You can also:
- Encourage cross-functional collaboration by bringing together individuals from different departments and areas of expertise.
- Use inclusive meeting practices, such as setting clear agendas, rotating meeting facilitators, and encouraging equal participation.
- Establish clear criteria for evaluating options and making decisions and ensure that they are applied consistently.
Make Effort to Celebrate Diversity
Creating an inclusive workplace requires intentional efforts to celebrate diversity and recognise contributions. Cultural events, recognition programs, and inclusive team-building activities are powerful tools that you can use for this purpose.
Events, for example, can educate employees about different cultures, traditions, and perspectives. They also build a sense of community and belonging among employees, enhancing team cohesion and collaboration. A great idea is to host events to celebrate global festivals such as Diwali, Chinese New Year, Eid al-Fitr, Hanukkah, and Christmas. You can include performances, traditional foods, and educational presentations.
Another idea:
Gather input from employees on their interests and preferences for team-building activities. Ensure that activities are designed to be inclusive and accessible for all. Encourage participation from all the people in the company, including remote and part-time employees. That way they will get to know each other, learn about their respective cultures and strengthen their bonds.
Act on Employee Feedback
See, this is crucial for any company culture.
When employees know that their feedback is taken seriously and leads to actionable changes, they feel valued. It also builds trust between them and management. It demonstrates transparency and openness, fostering a positive relationship and a collaborative work environment.
So:
Create multiple channels for your team to provide feedback. Those can include surveys, suggestion boxes, and regular one-on-one meetings. Ensure these channels are easily accessible.
There are software and platforms designed for feedback collection and management. We recommend Eletive, Lattice, and CultureAmp. They will definitely make your life easier.
Once you’ve collected enough data, update employees on the results. Highlight key themes and the actions that will be taken in response. You can also publicly recognize team members who provided valuable feedback and contributed to positive changes. This can be done through shout-outs, recognition programs, or team meetings.
Hire With Diversity in Mind
Creating inclusive job descriptions is the first step in attracting a diverse pool of candidates. Those should be clear, concise, and free from biased language that may discourage certain groups from applying. Focus on essential skills and qualifications and avoid unnecessary requirements that may deter qualified candidates.
To attract a diverse pool of candidates, it’s important to broaden your sourcing strategies. This includes using a variety of channels to promote job openings.
Or:
You can shoot us a message, and we’ll help!
We have extensive experience with staff augmentation and IT outsourcing, making us experts on diverse teams. So, we’re excellent allies for any inclusivity journey. Better yet, we’ll contact you by the end of the day with a hiring strategy in mind!
Wrap Up
Creating an inclusive leadership strategy is not only the morally right thing to do.
It’s also a business imperative.
By understanding the importance of diversity, implementing suitable hiring practices, and providing equal opportunities all, you can create a workplace where everyone feels valued and empowered.
And that is the best formula for success.
FAQ
How to demonstrate inclusivity at work?
Demonstrating inclusivity at work involves promoting open communication, hiring diverse talent, and celebrating differences. Also, ensuring that all employees can share opinions about the decision-making processes. By actively listening to diverse perspectives and feedback, you can create a strong and united team.
What is an example of Inclusion in the workplace?
An example of inclusion in the workplace is celebrating diverse holidays. It means you acknowledge and respect the cultural and religious traditions of all employees. For instance, a company might organize events or provide flexible leave options for holidays such as Diwali, Ramadan, and Hanukkah.
What is an indicator of an inclusive workplace?
An indicator of an inclusive workplace is a visible commitment to diversity reflected in various aspects of the organization. Those can include company policies, practices, and leadership. Regular feedback mechanisms and open dialogue are also a good indicator of inclusivity.
