Go beyond checking a box. Design inclusion into the workplace every day.
Ensuring inclusion throughout the employee life cycle
Many organisations work hard to attract diverse candidates. They emphasise diversity of thought and representation of the communities they serve. But in the absence of an inclusive environment, those diverse employees will leave.
So how do you keep diverse talent once they are in your organisation? And how do you enable everyone to work effectively together? It’s not enough just to hire diverse candidates. You have to create and sustain an inclusive environment. Inclusion is about accepting diversity, valuing it and ensuring everyone feels safe and belongs.
Our top 5 tips for making your workplace climate more inclusive
Think beyond diversity
Diversity and inclusion are often thought of together, but diversity is only the first step. And it’s not a one-time event, as unconscious bias training usually is. Inclusive behaviours need to be introduced into every aspect of your business. Everything you do needs to support the goal of creating a psychologically safe environment for everyone.
Train your leaders to be inclusive
Inclusion always starts at the top. Your leaders need to embrace and demonstrate inclusivity for it to trickle down to the rest of your employees. Train them to be more intentional about recognising, evaluating and celebrating differences among all employees.
Build inclusion into everything
For inclusivity to truly permeate your entire organisation, you need to build it into all your systems and processes. Inclusion should be reflected in your values, your competency model and your performance evaluations. Hold your people accountable for demonstrating inclusive behaviours. Make sure inclusion is always top of mind.
Take an allyship approach
Turn all of your employees into allies: people who advocate and champion diversity and inclusion into the organisation. With an allyship approach, everyone has a role to play to address the broader issue of inclusion for all diverse employees. It’s a way for everyone to work toward understanding each other better to make a real culture change.
Make development fair for everyone
Your development process should be fair and objective for everyone. Make sure every tool you’re using takes inclusion into account. And remember that true inclusion goes beyond race and ethnicity. Consider physical and mental ability, sexual orientation and gender identity as well. Every one of your employees should feel they and their skills are being evaluated and developed in a way that’s fair.
How Talogy can help you build a more inclusive approach to talent management
Develop inclusive leaders
Whether you are setting out on your D&I journey or have made great strides, our inclusive leader solutions cover both individual learning and wider organisational learning via the 360 process and tailored coaching. We analyse your current climate and then help your leaders understand how they can better contribute to an inclusive culture.
Implement an inclusive development programme
Our groundbreaking D&I development programmes bring lasting behavioural change and can be delivered via coaching, workshops or webinars. Incorporating tools like Perspectives can also help you measure behaviours that underpin an individual’s capacity to behave fairly, inclusively and respectfully. It provides you with the language to understand and identify a person’s capability of working fairly – giving you a starting point for further development.
Weave D&I into the entire talent life cycle
Diversity and inclusion are not new to us. We’ve been designing fair and objective talent management solutions for over 70 years. Our consultants are well versed in using established best practices to reduce bias in the entire employee life cycle. From screening and selection to development, we’ll help you figure out how to weave D&I into the process in an integrated and cohesive way.
All of the programme delegates mention their coaching experience as a highlight of the programme and found the Emotional Intelligence workshop stretching and insightful. Talogy are a very valuable element of the overall programme.
Head of Diversity and Inclusion, Marks & Spencer
Talent management solutions from start to finish. With constant innovation and endless creativity, Talogy crafts screening, selection and development solutions – for every employee level. Talogy can help you customise a complete talent management programme that is fair and valid. Solving for the talent challenges of today and tomorrow.
At Talogy, we ensure you discover brilliance through your talent management solutions. Explore our testimonials and customer stories to learn why organisations like yours choose Talogy as their trusted talent management partner.