Inclusivity in the workplace covers a wide spectrum of different factors, and creating an inclusive culture is an ongoing commitment, rather than a one-off gesture. From the recruitment process to the day-to-day running of your company, there are so many different ways you can set about intertwining inclusivity into the very fabric of your company.

To get a better understanding of what an inclusive company culture looks like in practice, we’ve highlighted three areas that you can address to help everyone feel included at work.

Adopt inclusive recruitment practices

Creating an inclusive company culture has to start with the people who keep it running on a daily basis – the employees. There are a plethora of ways you can make your recruitment process more inclusive to benefit and attract a wider pool of potential employees.

Consider modifying job descriptions by cutting out any industry-specific jargon, and including gender-neutral terms throughout. Avoiding gender bias in the recruitment process has been shown to contribute to the success of companies, with research showing that gender-diverse companies are 15% more likely to outperform competitors who don’t adopt this policy.

At the interview stage, there are certain best practices you should follow to give every candidate the best chance of being successful. These include contacting the interviewee to ask if they need any reasonable adjustments made in advance or on the day. You should also ensure that your questions are straightforward and easy to understand and place more emphasis on finding out about their transferable capabilities rather than experience, which can help to level the playing field. 

Give existing employees the tools they need

As well as introducing inclusive practices during the recruitment process, you should also give existing employees the tools they need to better understand the nuances of an inclusive workplace. This could include training around diversity and how the needs of a disabled employee may differ, so they can better accommodate all members of the team, and overcome any potential unconscious bias that may exist.

It can also be useful to set up an inclusion and diversity panel. They can help to coordinate regular check-ins with colleagues and provide feedback around anything that’s working well or areas that need improvement.