A key aspect of retention in any organization is a culture of inclusion. When your employees feel as if they’re excluded or lack support in their workplace, it can breed feelings of frustration, fear, isolation, lack of motivation, and more.
On the other hand, when inclusion permeates your organization, employees feel their ideas and contributions are valued, and they are supported on every level. Bonus: they are even less likely to leave your organization.
According to research by Great Place To Work Institute, employees who trust that they’ll be treated fairly no matter their age, race, gender, or sexual orientation are:
Inclusion is the practice of welcoming and valuing each of the unique perspectives and talents of your employee population. An inclusive workplace encourages employees from diverse backgrounds to show up as their authentic selves.
It’s important to distinguish inclusion from diversity. While a diverse workplace welcomes all races, nationalities, genders, sexual orientations, etc., it does not necessarily make the workplace inclusive. An organization is truly inclusive when each of its diverse populations is equally welcomed, respected, engaged, heard, and valued throughout your organization.
Developing a culture of inclusion in your organization must start from the top. When leadership, from the executive team down through your management structure, develops and practices inclusion skills daily, this has the greatest impact on your employee population. Managers are key to the success of your inclusion program.
Inclusive managers are self-aware, empathetic, humble, and encouraging. They also strive to set a positive example for others and focus on continuous improvement.
Your employees experience higher job satisfaction, which leads to higher retention rates. The team experiences increased creativity and enthusiasm, which accelerates success for the organization. When managers foster an inclusive environment using the tools above, everybody wins.
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