Learn how to extend inclusivity in the workplace beyond training sessions with practical steps for fostering cultural competency.

We know from Ebbinghaus' forgetting curve that most trainees forget 50% of all new information within a day and 90% of all new information within a week. Diversity and inclusion learning experiences are no different. Key learnings must be elevated in huddles, department meetings and even 1:1 coaching sessions in ways that contextualize them to business needs. The core questions center around how diversity and inclusion learning can be applied regularly to address key business objectives (customer interactions, product development, talent recruitment, problem solving, ideation, etc.). Those applications are highly dependent on middle managers and supervisors who are comfortable having discourse on these topics.

Last updated on Sep 14, 2024

You're striving for inclusivity in your workplace. How can you extend it beyond training sessions?

Cultural competency is a vital skill in today's diverse work environment, where striving for inclusivity is not just about ticking boxes but fostering a workplace where everyone feels valued and understood. Training sessions on inclusivity are a good starting point, but they are just the beginning. To truly embed inclusiveness into the fabric of your organization, you must extend these efforts into everyday interactions and company policies. Let's explore how you can make inclusivity an integral part of your workplace culture, going beyond the confines of training sessions to create a truly welcoming and equitable environment for all employees.

1 Lead by Example

As a leader or manager, your behavior sets the tone for the rest of the team. By consistently demonstrating inclusive behavior, you encourage others to follow suit. This means actively listening to diverse perspectives, addressing unconscious biases, and showing respect for all cultural backgrounds. By embodying the principles of inclusivity in your daily actions, you signal to your team that these values are not just theoretical but are expected and celebrated within the workplace.

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Francisca Brown

Building Thriving, Inclusive Cultures for Sustainable Growth and Innovation | DEI Expert with 16+ Years of Experience
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One of the best ways to create an inclusive culture is for you as a leader to show what that looks like to your employees. This can involve ensuring that everyone is heard, accommodating different communication styles, correcting inappropriate actions, and setting clear expectations for behavior. When employees see that you are talking about inclusivity and walking the walk, they will emulate your behavior.

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2 Policy Integration

Inclusivity should be woven into the very policies that govern your workplace. This includes reviewing hiring practices, promotion criteria, and disciplinary procedures to ensure they are free from bias and promote equal opportunity. By embedding inclusivity into your policies, you create a framework that supports diversity and sets clear expectations for behavior and decision-making within your organization.

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Ainslee Hooper

Applied Anthropologist | Disability Inclusion Consultant | Transforming invisible barriers into visible solutions in workplaces & communities | Living & Working on Wadawurrung Country ♿🧠
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Training sessions on diversity will do nothing without a culture of inclusion to support them; otherwise, they are tokenistic. This requires buy-in from the leadership team, ensuring inclusive policies, and making the organisation accessible and inclusive physically and culturally. Only when organisations are places where everyone feels valued and included will training sessions be effective, as people will want to learn continuously.

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3 Continuous Dialogue

Inclusivity is not a one-time initiative; it requires ongoing conversation and reflection. Encourage open dialogue among employees about diversity and inclusion. Create safe spaces where individuals feel comfortable sharing their experiences and suggestions for improvement. This continuous exchange of ideas helps to break down barriers and fosters a culture of understanding and mutual respect.

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Roderick Nunn, DM, CPTD

Seeing people the way God sees them and helping them to flourish.
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We know from Ebbinghaus' forgetting curve that most trainees forget 50% of all new information within a day and 90% of all new information within a week. Diversity and inclusion learning experiences are no different. Key learnings must be elevated in huddles, department meetings and even 1:1 coaching sessions in ways that contextualize them to business needs. The core questions center around how diversity and inclusion learning can be applied regularly to address key business objectives (customer interactions, product development, talent recruitment, problem solving, ideation, etc.). Those applications are highly dependent on middle managers and supervisors who are comfortable having discourse on these topics.

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Francisca Brown

Building Thriving, Inclusive Cultures for Sustainable Growth and Innovation | DEI Expert with 16+ Years of Experience
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As a leader, one of the things I put in place was to ask for feedback from my team. This allowed me to reflect on how I was showing up and address any issues that I may not be aware of, e.g., unconscious biases. This was very helpful, but it allowed me to correct actions and behaviors and create an open space where employees felt they could bring their concerns to the table without repercussions.

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4 Recognize Diversity

Recognizing and celebrating the diverse backgrounds of your employees is key to extending inclusivity beyond training. Organize events and activities that highlight different cultures, traditions, and perspectives. This not only educates your workforce but also shows that you value and embrace the richness that diversity brings to your organization.

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5 Inclusive Spaces

The physical environment of your workplace can also promote inclusivity. Ensure that your facilities are accessible to everyone and reflect the diversity of your team. This could mean providing prayer rooms, lactation spaces for new mothers, or simply displaying art that represents various cultures. An inclusive space makes all employees feel welcome and valued.

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6 Feedback Mechanisms

Finally, establishing clear channels for feedback allows employees to voice their concerns and experiences regarding inclusivity. Whether it's through surveys, suggestion boxes, or regular check-ins, make sure everyone has the opportunity to contribute to the conversation on diversity and inclusion. By actively seeking and acting on feedback, you demonstrate a genuine commitment to creating an inclusive workplace.

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You're striving for inclusivity in your workplace. How can you extend it beyond training sessions?

1

2

3

4

5

6

1 Lead by Example

2 Policy Integration

3 Continuous Dialogue

4 Recognize Diversity

5 Inclusive Spaces

6 Feedback Mechanisms

Cultural Competency

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You're striving for inclusivity in your workplace. How can you extend it beyond training sessions?

1

2

3

4

5

6

1 Lead by Example

2 Policy Integration

3 Continuous Dialogue

4 Recognize Diversity

5 Inclusive Spaces

6 Feedback Mechanisms

Cultural Competency

Rate this article

Thanks for your feedback

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