Rating:

How to Create a Culture of Inclusion

What Can We Do to Improve Inclusion?

In “How to Create a Culture of Inclusion” (October 22, 2018), Alaina Love shares that hiring is not inclusion, and for many years diversity was all about the numbers game. She argues that an organization can benefit from diversity when women and underrepresented minorities are not just hired but are included in the culture. Do they have:

  • a seat at the table?
  • a voice that is heard and opinions and expertise that are valued?

Love proposes an implementation of Human Factor Measures for an inclusive culture:

  • Assess Cultural Competency (Drivers of Mindset) – Each of the individuals on your team was raised with a set of tenets around race, ethnicity, gender, sexual orientation and other differences. Those beliefs translated into an accepted set of norms that influence how these people behave when interacting with people different from themselves.
  • Determine Passion Profile (Inherent Personality) – According to research, our passions are derived from our deeper sense of purpose, so they are important elements of personality that play a role in workplace interactions.
  • Assess Team Inclusion – Some employees think they are more included than they actually are, while others can be more included than they believe they have been.
  • Training and Accountability – Training should follow a robust assessment process so that it can be customized to address specific issues discovered on an individual and environmental basis. Training should also be reinforced with accountability measures and feedback.

To learn more about the Human Factors, read the entire article.

Reflection

  • How culturally competent are you? How do you know?
  • How do you and your team members interact with people different from themselves?
  • How does your personality play a role in workplace interactions?
  • What techniques do you use to understand workplace interactions as well as how your team members have adopted their worldview around diversity?
  • What short-term action plan can you create to measure inclusion?
  • What long-term diversity and inclusion goals can you create?

Take Action

Take the Passion Profile assessment which can help you leverage your team’s passion archetypes.

About the Author

Alaina Love is the chief operating officer and president of Purpose Linked Consulting and co-author of “The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results” (McGraw-Hill).

Write a Review

Arrow pointing upwards. Click this icon to go back to the top of the page.