Ensuring inclusion throughout the employee lifecycle
Many organizations work hard to attract diverse candidates. They emphasize 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 organization? 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, equity, 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 behaviors 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 recognizing, evaluating, and celebrating differences among all employees.
Build inclusion into everything
For inclusivity to truly permeate your entire organization, 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 behaviors. 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, equity, and inclusion into the organization. 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 DEI journey or have made great strides, our inclusive leader solutions cover both individual learning and wider organizational learning via the 360 process and tailored coaching. We analyze your current climate and then help your leaders understand how they can better contribute to an inclusive culture.
Implement an inclusive development program
Our groundbreaking DEI development programs bring lasting behavioral change and can be delivered via coaching, workshops, or webinars. Incorporating tools like Talogy’s Perceptions assessment can also help you measure behaviors 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 DEI into the entire talent lifecycle
Diversity, equity, 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 lifecycle. From screening and selection to development, we’ll help you figure out how to weave DEI into the process in an integrated and cohesive way.
All of the program delegates mention their coaching experience as a highlight of the program and found the Emotional Intelligence workshop stretching and insightful. Talogy is a very valuable element of the overall program.
Head of Diversity, Equity, and Inclusion, Marks & Spencer
Increase diversity, equity, and inclusivity with EIP3
People with higher emotional intelligence (EI) have the interpersonal skills that are essential for a high performing diverse and inclusive workforce. With the EIP3 assessment, you can see where individuals need to improve their emotional intelligence, allowing you to develop the proper strategies that will help your company thrive.
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 customize a complete talent management program 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 organizations like yours choose Talogy as their trusted talent management partner.