Organizations need to be built and designed based on their ability to innovate and respond to rapid change, all while creating and sustaining an environment where employees feel a sense of belonging. We can build high performing organizations to help solve the wicked problems of the world if we focus on the importance of creating inclusive cultures in the workplace. Research shows that outcomes associated with this environment include: recruitment and retention of the best talent; high employee engagement; increased innovation; and, overall improved organizational performance.
No matter the size or tenure of an organization, steps can be taken to get from your current culture to a desired inclusive culture. The organization must be willing to take a deep dive into understanding the current culture and those underlying assumptions that drive behavior and practices. Some examples are: How does work get done? How are problems solved? Who makes the decisions, and how? For example, is there a democratic decision-making process in place that encourages multiple perspectives to drive innovation? Who is involved in strategic planning, who needs to be involved? How is performance measured and rewarded? What kinds of behaviors and practices are being rewarded? Does the structure promote inclusion, or it is focused on gaining power and authority? How are meetings conducted, and how are decisions made about who attends?
An organization can then identify their strengths to build upon and prioritize areas of opportunity to shift to inclusive behaviors and practices. There must be alignment of behavior, policies, and practices throughout all levels of the organization, including both formal and informal systems. These systems include (but are not limited to): decision rules and rights; training; leadership modeling; compensation and rewards; performance management; management styles; accountability practices; communication practices; strategic planning; creating authentic interactions, relationship building, and networking opportunities.
The question becomes why are so many companies resistant to creating this type of culture? And, how do we address that resistance in order to create a more welcoming and respectful workplace where employees are engaged, empowered, and more innovative?