All too often, employees do not feel fully included at work and seek advancement in their company’s inclusion initiatives. Diversity can help organizations increase innovation, give a fresh eye for new methods, and improve financial performance. Regardless of gender, race, ethnicity, gender identity, or sexual orientation, many employees encounter barriers to a sense of inclusion that is strongly linked with employee engagement. An inclusive environment in which employees feel strong positive bonds to strengthen performance is an essential consideration for employees as they plan their careers. So what is hindering workplace inclusion?
Challenges for Women, Minority, and LGBTQ
Women and ethnic or racial minority employees are much likelier to feel as if their careers have advanced slower than their colleagues. These groups and LGBTQ individuals also claim to experience more microaggressions at work than others, such as being excluded from social events or encountering derogatory comments or jokes about people like them. It’s also common for these individuals to say they have felt uncomfortable discussing identity-related topics in the workplace. If employees do not feel comfortable speaking openly or sharing ideas with team members and peers without risk of judgment or ridicule, they can hinder their performance. Many individuals even avoid talking about these topics due to feeling unsure how colleagues would respond or not wanting to be seen as different.
Diverse, Inclusive Leadership
The factors that contribute to an individual’s sense of inclusion mainly involve the actions of organizations’ leaders. Both the presence of diverse leaders as well as their focus on inclusive leadership are strongly associated with individuals feeling included. With diverse leadership, employees are more likely than those lacking diverse leaders to feel very included. Plus, leaders’ actions greatly nurture workplace inclusion. Showing inclusivity initiates building team cohesion and allows inclusion barriers to be broken down. It is impossible to keep everyone happy, which is why staffing liability insurance is so important.
Initiatives for Fair Performance Evaluations
The company culture will significantly affect if the employees feel included or not. It should stand for equality, such as conducting fair performance evaluations. Also, a sense of community can go such a long way. Those who feel their colleagues help create professional advancement opportunities are more likely than others to feel a strong sense of inclusion. Businesses can be more successful if the employees truly feel supported. Aids in career advancement of underrepresented employees and sponsorship relationships are great for productivity, morale, and career growth.
A Thriving Future
Employees’ sense of inclusion is directly related to performance and talent retention. Employees want to feel that their companies invested in improving organizational inclusion. The workforce is still longing for a more diverse work environment. It is beneficial to develop a highly inclusive culture and zone in on inclusion. Include all employees in conversations about workplace inclusion, create more representative teams and implement inclusive behaviors.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.