Introduction

Inclusion in the workplace is no longer just a buzzword or a nice-to-have, but rather an essential component of any successful organization. Inclusive working policies ensure that all employees feel valued, respected, and heard, regardless of their background or identity. A commitment to inclusion is not just the right thing to do, but it also provides numerous benefits to organizations, such as increased innovation, creativity, and profitability. However, for inclusion to be truly effective, it must address the needs of all diverse groups, including LGBTQ+ and ethnic minorities.

What is an Inclusive Policy, and What Should It Do?

An inclusive policy is a set of guidelines and practices that promote diversity, equity, and inclusion in the workplace. An effective inclusive policy should do the following:

1. Promote Diversity: Inclusive policies should promote diversity by ensuring that individuals from all backgrounds are represented and valued within the organization. This includes creating a diverse workforce and providing opportunities for career advancement for all employees.
2. Ensure Equity: Inclusive policies should ensure equity by addressing systemic barriers to success and providing equal opportunities for all employees to succeed. This includes addressing pay disparities, providing accommodations for individuals with disabilities, and ensuring that all employees have access to the same benefits.
3. Prevent Discrimination: Inclusive policies should prevent discrimination by prohibiting any form of harassment, bias, or discrimination based on an individual’s identity or background. This includes providing training on unconscious bias and creating a safe environment for all employees.
4. Foster Inclusion: Inclusive policies should foster inclusion by creating a workplace culture where all employees feel valued, respected, and heard. This includes promoting open communication, providing opportunities for employee feedback, and celebrating diversity.

Ineffective Inclusion Policies and Their Main Issues

Despite the importance of inclusive policies, many organizations still struggle with implementation. According to a study by Deloitte, only 27% of employees believe that their organization is fully committed to diversity and inclusion. Some of the main issues that organizations face include:

1. Lack of Leadership Commitment: Without strong leadership commitment to diversity and inclusion, organizations are less likely to prioritize and invest in inclusive policies.
2. Lack of Training and Education: Many organizations do not provide adequate bespoke education on diversity and inclusion, which can lead to unconscious bias and discrimination.
3. Lack of Accountability: Without accountability measures in place, organizations may not take meaningful action to address diversity and inclusion issues.
4. Lack of Diversity in Leadership: Without diverse leadership, organizations may struggle to create and implement effective inclusive policies.

What an Effective Inclusion Policy Looks Like

An effective inclusive policy should take a person-centred approach (PCA), which prioritizes the individual needs and experiences of employees. A PCA is a key component of an effective inclusion policy. This approach places the individual at the centre of decision-making and policy development, considering their unique needs, experiences, and perspectives. It involves active listening, empathy, and collaboration to ensure that policies are tailored to the specific needs of everyone, rather than a one-size-fits-all approach.

One established and evidence-adapted model for a PCA is the ‘Personal Future Planning’ model developed by John O’Brien and Beth Mount, which has been adapted for use in inclusive workplaces by Michael J. Kendrick and his colleagues. This model involves a series of meetings and discussions between the employee, their support network, and their employer, to identify their strengths, preferences, and goals. Based on this information, the team then develops a customized plan for the employee that outlines their roles and responsibilities, as well as any necessary accommodations or support. Studies have shown that implementing a PCA in inclusion policy increases staff satisfaction and retention rates by up to 50%. Moreover, organizations that adopt this approach experience up to 35% higher levels of client satisfaction, increased innovation, and overall organizational effectiveness. Key aspects of more effective inclusion:

1. Education and Training: Inclusive policies should include education and training programs for all employees, from entry-level to management. This includes training on tailored cultural competency, unconscious bias, and effective communication, specifically addressing the needs of minority communities.
2. Recruitment and Hiring: Inclusive policies should aim to attract and hire individuals from diverse backgrounds, including LGBTQ+ individuals and ethnic minorities. This includes using diverse recruitment sources, removing bias from job descriptions and applications, and having a diverse interview panel.
3. Accommodations and Accessibility: Inclusive policies should ensure that all employees have access to accommodations and accessibility measures that meet their needs, including those with physical disabilities and neurodivergence. This includes providing accessible technology, flexible work arrangements, and physical accommodations.
4. Inclusive Benefits: Inclusive policies should include benefits that support the diverse needs of employees, including those related to minority communities. This includes health benefits that cover healthcare, domestic partner benefits, and fertility treatments
5. Support and Resources: Inclusive policies should provide support and resources for employees who may face discrimination or harassment based on their identity or background. This includes providing a safe reporting system, access to counselling and mental health services, and employee resource groups.

Benefits of an Effective Inclusion Policy

An effective PCA inclusion policy can provide numerous benefits to all parties involved, including employees, clients, and organization effectiveness.

1. Benefits to Employees: An effective inclusion policy can improve job satisfaction, increase employee retention, and reduce stress and anxiety. It can also provide opportunities for career growth and development, as well as create a sense of belonging and community within the workplace.
2. Benefits to Clients: An effective inclusion policy can improve the quality of service provided to all clients, including those from diverse backgrounds. It can also increase client loyalty and satisfaction, as well as create a positive reputation for the organization.
3. Benefits to Organization Effectiveness: An effective inclusion policy can increase innovation and creativity within the organization, as well as improve productivity and profitability. It can also reduce turnover and recruitment costs, as well as create a positive work environment that attracts top talent.

Conclusion

An effective PCA inclusion policy is essential for any organization that wants to create a diverse, equitable, and inclusive workplace. By addressing the needs of diverse groups, including the LGBTQ+ and ethnic minorities, organizations can create a culture of respect, inclusion, and belonging those benefits everyone. With strong leadership commitment, education, accountability measures, using a PCA, organizations can create effective inclusive policies that provide numerous benefits to employees, clients, and the organization.

Further information

If you would like advise on developing and implementing a PCA based inclusion policy, please feel free to contact use for a free consultation.

Bibliography

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