Inclusion in the workplace is critical to creating a culture of success. An inclusive working environment represents the foundations foremployees to determine and follow their cultural and social identities and is vital to attracting and retaining a positive and motivated workforce.

Creating an inclusive and open workplace isn’t just a critical factor for current employees, it’s also essential to attract exciting new talent from all areas of life. Rather than ignore our differences, we should celebrate them and appreciate everything that makes us unique.

According to aLinkedIn study, 76% of employees and job seekers believe diversity is critical when considering a potential job offer. A further 60% expect business leaders to show action towards diversity issues, and 80% of respondents said they would prefer to work for an organisation that values DEI issues.

In contrast to businesses promoting ‘cultural fit’, inclusive workplaces oppose the concept of a correct type of worker, favouring an attitude of genuine acceptance. LinkedIn reports suggest that up to 94% of racial minorities engage in suppressing their identity to conform. Inclusion detaches employees from this burden, creating a work environment where authenticity is valued and celebrated.

Inclusive work places go beyond diversity in reports and studies; they actively disassemble factors that hinder career progression for diverse talent. The outcome is a workforce that shows clear progress, with inclusive teams securing career development opportunities and enhanced efficiency. The outcome of this environment supports greater self-confidence and higher levels of job satisfaction.

Focusing on work-life balance

In the post-pandemic workplace, flexibility is an important element of inclusive workplaces, enabling employees to balance work with their personal lives. For people with mobility or disability needs, flexibility is a priority entry point into the workforce. Emphasising work-life balance corresponds directly with stress reduction and heightened physical and mental well-being.

Inclusive workplaces should encourage stronger work-related relationships and a deep sense of belonging. Isolation within the work environment is something that impacts many people. Creating more connections corresponds with greater fulfilment. This means that establishing a supportive community in the workplace also creates the conditions to reduce stress and support overall well-being.

Effective well-being measures must consider a range of variables, such as language, literacy, family demands, religion, culture, age and health. Creating an inclusive design ensures accessibility for everyone, providing positive connections and professional friendships.

One element of interpreting the diverse needs of a workforce is recognising mental health challenges. According to the WHO, over 80% of professionals experienced one or more mental health-related challenges over the last year. Furthermore, poor mental health makes up over half of all work-related illnesses in the UK.

As diversity and inclusion issues arise, organisations must adapt and provide the necessary support via employee assistance programs. By providing mental health training and exploring workplace stress, inclusive employees can deliver the required foundation for well-being.

Many business leaders recognise the importance of DE&I, but any intended action must go beyond implementing support programs. Companies that want to drive real change must prepare to invest in structured training to tackle discrimination accordingly.

Business leaders must define their goals and ambitions, be willing to embrace change and avoid looking for people to fit into their culture. Organisations should hire, promote and develop those that will positively contribute to and support an organisation for the future.