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CULTURE

An inclusive culture is where inclusive behaviours happen on a daily basis. According to Catalyst, 'employees experience inclusion at work when they feel valued, trusted, authentic, and psychologically safe' (Catalyst, 2019).

McKinsey translates the concept of inclusion in 3 measurable dimensions within an organisation:

Openness - it is safe to express thoughts, ideas, and concerns.

Equality - there is a perception of fairness, an equal chance for all employees to succeed.

Belonging - employees share a positive connection to each other and the organization (McKinsey, May 2019).

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Creating a culture of inclusion for ethnic minorities and women is important for retaining and progressing employees [see Progression]. Cultures that are not inclusive can often allow discrimination and inappropriate behaviours [see Retention].

Most importantly though without an inclusive culture organisations will not be able to tap into diversity of thought and will not reap the full benefits of inclusion, such as innovation, better decision making and better connections with stakeholders (Deloitte, 2018).

Culture

Make managers accountable for diversity through objectives and 360 degree feedback

Encourage conversations around race and gender

Provide awareness about micro-aggressions

Create awareness campaigns

Offer inclusive leadership training

Monitor engagement surveys and analyse responses across diversity characteristics

Encourage a “speak up” culture

Conduct exit interviews

Make diversity and inclusion a core part of induction training

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CASE STUDY

Employee Network, Scottish Power

“Our VIBE networks mission is to create a truly diverse and open environment that demonstrates and benefits from the highly positive role of ethnic mix of employees at every level that brings greater creativity and innovation to our business now and into the future”

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CASE STUDY

Simple Gamechanger Opens Doors to more Inclusive Offshore Workplace, PWS/ OEG

“…We have produced a step change in offshore culture. There was nothing there before and women and other people frequently cited it as a reason for not pursuing offshore careers….”

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CASE STUDY

Setting the Right Tone - Actively Collaborating with our Supply Chain on Equality, Diversity and Inclusion, Vattenfall

“…Our goal is to actively collaborate to achieve a long lasting, sustainable shift towards greater equality, diversity, and inclusion ….”

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CASE STUDY

Creating a Culture where Every Individual is Valued, The Catapult Network

“…Through a number of established activities, the [Offshore Renewable Energy] Catapult is positively and pro-actively increasing the understanding and importance of diversity and inclusion (DI) among its people and making it an important part of the work culture….”

BEST PRACTICE GUIDE 2021 - INTERACTIVE