As New Zealand has become increasingly diverse, maintaining an inclusive workforce is more important than ever. Creating a work environment that welcomes, values, and leverages the unique perspectives of individuals can lead to improved employee productivity, and overall organisational success.
Inclusivity in the workplace goes beyond hiring practices, it encompasses how people feel valued and respected, how they interact with one another, and how your organisation promotes equal opportunities for all employees.
In this article, we’ll explore practical strategies regarding how you can build and maintain an inclusive workforce. These strategies aim to create a workplace culture where diversity is embraced, and all employees feel empowered to contribute to your organisation’s success.
Understanding Workplace Inclusion
Workplace inclusion is about creating an environment where all employees, regardless of gender, ethnicity, disability, sexual orientation, or any other characteristic, feel respected and valued. An inclusive workforce promotes diversity, not just in numbers, but in terms of ideas, experiences, and perspectives. It’s essential to understand that inclusion is not a one-time initiative, but an ongoing commitment to creating a culture of respect, open-mindedness, and fairness.
Strategies to Maintain an Inclusive Workforce
1. Commit to Diversity in Hiring Practices
The foundation of an inclusive workforce begins with recruitment.
Ensure that your hiring practices are designed to attract and select candidates from diverse backgrounds. This can involve using a variety of recruitment channels, actively engaging with minority groups, and eliminating bias in job descriptions and interview processes.
You should also ensure that your organisation’s recruitment policies are inclusive, and do not inadvertently discriminate against certain groups. For example, gender-neutral language in job ads, flexible working options, and offering roles to a diverse pool of candidates from various backgrounds can make a significant difference.
2. Promote an Inclusivity through Leadership
Leadership plays a critical role in creating an inclusive environment.
Set the tone by demonstrating inclusive behaviours, valuing diversity, and nurturing an atmosphere of respect. As an employer, it’s important for you, managers, and executives, to model inclusive behaviour. Create opportunities for all employees to contribute, and actively challenge discriminatory or exclusionary practices.
Inclusive leadership involves listening to employees, supporting their professional development, and ensuring that everyone has equal access to opportunities. Remain proactive in seeking feedback on inclusivity, acting quickly on concerns, and regularly checking in with employees to ensure they feel supported.
3. Provide Equal Opportunities for Professional Development
To maintain an inclusive workforce, provide equal opportunities for career advancement. Employees from diverse backgrounds should have access to the same professional development resources, mentorship programs, and career progression opportunities as their colleagues.
By ensuring that all employees have equal access to training, development programs, and leadership roles, you can prevent the formation of workplace ‘cliques,’ and support a culture of equity. Your organisation should also take steps to identify and address any unconscious biases that may impact decisions related to promotions and development opportunities.
4. Offer Flexible Work Arrangements
Flexible work arrangements can be a significant factor in promoting inclusivity in the workplace.
Employees with caregiving/parenting responsibilities, those with disabilities, or those facing other personal challenges, often benefit from flexible working options. Make sure that your workplace policies support flexible work arrangements, making it easier for employees to balance their professional and personal lives. Providing flexibility can make a huge difference in employee satisfaction and retention.
5. Support Employee Led Networks
Employee-led networks (ELNs) provide a space for employees to connect with others who share similar experiences or backgrounds. These groups can be an effective way for employees to find community, share their concerns, and advocate for inclusivity within their own organisations.
Support these networks by providing resources, meeting spaces, and news about ELNs. You could also encourage cross-functional participation to ensure that diverse voices are heard across the organisation.
6. Promote Cultural Awareness and Sensitivity
Promoting cultural awareness is essential for maintaining an inclusive environment. Provide training on cultural competency, including understanding cultural differences, addressing unconscious bias, and creating an environment that works towards respecting various traditions and practices.
These initiatives not only help build a respectful work environment, but also contribute to creating a deeper understanding and appreciation of many cultures, especially Māori culture and practices.
7. Ensure Clear Anti-Discrimination Policies
Clear anti-discrimination policies are essential for ensuring a fair and inclusive workplace. These policies should outline what constitutes discrimination, harassment, and bullying, and provide a clear process for reporting concerns.
These policies should align with the Human Rights Act 1993 and the Employment Relations Act 2000 to ensure compliance with employment laws. Employees should also be encouraged to report any instances of discrimination or harassment, and you should respond swiftly and fairly to all complaints.
Additionally, ensure that all employees are trained in recognising and addressing discrimination, and that there are systems in place to resolve conflicts effectively and sensitively.
8. Celebrate Diversity and Inclusion
Celebrating diversity is a great way to actively show that inclusion is valued within your organisation. Celebrate diversity through events, workshops, and campaigns that recognise different cultural and religious backgrounds. For example, mark events like Matariki, Lunar New Year, or Diwali, and invite employees to share their traditions and experiences.
This can help employees feel more comfortable and empowered, knowing that their identities are valued and celebrated. Additionally, it can serve as a fun experience for your employees!
Measuring Success and Continual Improvement
Maintaining an inclusive workforce is an ongoing process. Regularly measure the effectiveness of your inclusivity efforts through quarterly employee surveys, feedback mechanisms, and other metrics.
This will allow you to identify areas of improvement, and refine strategies to meet the needs of your diverse workforce. Additionally, benchmark your practices against industry standards and best practices, ensuring that you remain competitive, and continuously evolve their approach to inclusivity.
Conclusion
Building and maintaining an inclusive workforce is a crucial responsibility for employers, especially in New Zealand.
By committing to diversity in hiring, supporting an inclusive workplace culture, providing equal opportunities, supporting flexible work arrangements, and promoting cultural awareness, you can create a space where everyone feels valued and respected. By embracing inclusivity as a core value, you’ll not only meet legal and ethical standards, but also cultivate an environment where diverse talent can thrive, benefiting both employees, and your organisation as a whole.
How we can Help
If you’re thinking of reassessing your workplace culture, why not conduct a culture review?
At People Associates, we’ll facilitate an in-depth thematic analysis of your workplace culture using a structured and systematic approach to interviews and data-collection. We’ll assess the current state of your organisation and provide comprehensive findings, as well as a series of recommendations to support positive culture changes!
Want a free consultation?
Flick us a message here – or contact Lisa Oakley at lisa@peopleassociates.nz or on 027 573 5483.
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