Forbes defines an inclusive workplace as one that values individual differences in the workforce and makes them feel welcome and accepted. Mentioned are five benefits of creating an inclusive work environment at the workplace:
1. Hiring Process
According to Nancy Bazilchuk’s article on Science Norway (published 2018), work and identity are strongly intertwined. Her focus group for the research was the LGBT community, who she states are free to choose their education but sort to certain professions as a consequence of fear. If the hiring process would be inclusive of everyone, the hiring members eventually, would be diverse which would break the ongoing cycle of ‘singling out’.
Being the only racially different or the only male or female employer at a firm and being the focus of workplace jokes, even though good-spirited, can take a toll on you. You would most likely not want to recommend any of your friends or family members to work there. A workplace with all kinds of people automatically induces a need for tolerance and respect for cultures and/or conflicting thoughts.
Inclusivity is good for opportunities.
2. Mentoring Process
When you see figures with whom you share certain bases of similarities, you tend to subconsciously believe that you could be as good as your idol. For instance, would aspiring models know that a man too could walk the runway if there were no male models at all? Seeing someone have a similar origin or story as one, always helps to instill an overall stronger belief system – in the management, in the ownership as well as in the company.
Inclusivity is good for society.
3. ‘Sans Pareil’ –Unparalleled
Without considering the voices and opinions of a divergent group of people and take note of their perspectives, there is no way any firm can boast of inimitable, unparalleled results. It is these permutations of lifestyles and experiences within a workplace that produces an uber think tank.
An example of this could be of Gina Périer, French architect and designer of LaPee. She innovated a convenient female urinal system for the Roskilde festival in Denmark which solves few prime hiccups a woman confronts as she decides to use a public restroom – long lines, privacy, and/or fear of transmitted infections. How would have been the inception, moreover the execution of this idea come into play if many people facing similar issues would not have come together, empathize, and find a solution?
Inclusivity is good for innovation and creativity.
4. What is in it for me?
In simple terms – PROFIT
As per statistics provided by trailhead salesforce state-
- Employees who feel their voice is heard at work are nearly five-times (4.6X) more likely to feel empowered to perform their best work.
- Employees who say their company provides equal opportunities are nearly four times (3.8X) more likely to say they are proud to work for their company.
- Employees who say they’re able to be their authentic self at work are nearly three times (2.8x) more likely to say they are proud to work for their company — and nearly four-times (4.4x) more likely to say they are empowered to perform their best work.
Happy employees equate to so much more than just an ‘office vibe’. Happy employees mean- fewer sick leaves, less exhaustion, more savings on training new staff, higher business value, and happy clients!
Inclusivity is good for business.
5. Bridging the gap
Research from the non-profit organization catalyst shows that increasing the level of female employment could help raise GDP by 5% in the US, 11% in Italy, and 27% in India. This means inclusive work environment makes an impact not just on a micro-level as a part of the business entity in which they sought refuge, but also on a macro level where differences are seen in the global standing of countries.
Inclusivity of good for the economy.
Lastly, it is important to realize that inclusivity for the sake of being inclusive is a total hoax! It could negatively politicize, lead to social disruption, and objectification of people. What this means is – Merit is important and there is an urgent need for equity. Payscale and process of including, mentoring or hiring should be done, keeping in mind that no one should be excluded based on race, caste, gender, sexuality, etc. Similarly, the potential of candidates should be kept in mind, while sensitizing an inclusive work environment.