An inclusive workplace or organisational culture should enable every member of staff, no matter their identity, to bring their full selves to work, and express themselves honestly and openly without fear of judgement, harassment or ostracisation. In simplest terms, David Drennan defines organisational culture as ‘how things are done around here,’ which Manley, et al., expand upon for the workplace to include ‘the way people behave and the social norms that are accepted and expected,’ which are informed by ‘mindsets and patterns of behaviour [that reflect] the values, beliefs and assumptions held or accepted by staff.’ In essence, your organisation’s values should shape the behaviours and practices of your team, in turn creating a value-based (and inclusive) culture in your organisation.
With the above in mind, it is not enough for organisations to simply increase their diverse hiring; they must also make sure that the marginalised talent that they recruit are brought into an environment where they are welcome. This decreases the likelihood of bullying, harassment or discrimination while increasing staff retention and satisfaction rates. This approach should aim to ensure your equality, diversity and inclusion goals are authentically embodied by your team, and to help ensure every member of staff feels like they belong.
The full article with practical tips on how to make your organisational more inclusive is available to All Equals Charter Members now.