Best Practices to Make Your Workplace More Diverse and Inclusive

1. Use inclusive and neutral language in job postings

In the English language (and other languages), masculine generics are used as neutral generics that encompass all genders. Masculine generics refer to nouns and pronouns in the masculine form used to refer to everyone, such as “sportsmen” and “he.” This type of language contains a male bias that isn’t inclusive of those who identify differently. As a result, it could discourage great candidates from applying.

A study conducted in 2011 found that job advertisements that used only masculine generics (he) instead of gender-inclusive (he/she/they/person) language led to people experiencing exclusion. It was harder to identify with the descriptions, and resulted in less motivation for applying to the job.

The good news is that this problem can be easily solved. Instead of using only masculine nouns and pronouns, you can choose to use neutral terms.

For example, instead of using the word “businessmen,” opt for “businesspeople” instead. Rather than using “he” to address all, use “one” or “they” to help make everyone feel included.

2. Remove names and pictures in the screening process

Not all biases are known or conscious. We may have ingrained/unconscious biases that we‘ve picked up implicitly as we go through life. Through these biases, we might make discriminatory decisions without even being aware of them.

Luckily, there are many extensions and platforms online you can use to take out the name, demographic information, and pictures on resumes to ensure that the screening process is without biases, both known and unknown.

One of them is this free Google extension, Unbiasify Chrome Extension, which takes out names and photos from LinkedIn, Facebook, and Twitter to reduce the effects of implicit bias.

3. Have inclusive means of communication and consider new working norms

Working remotely during a pandemic, while there are perks for some, has also proven to be challenging for many. There’s much more overlap between home-life and work-life which has created new dynamics for remote working employees.

Ensure that your internal communication tools are accessible and inclusive. For example, if you have employees who are hard of hearing, make sure to accommodate and make sure they’re equipped with the tools and softwares they need to work and communicate effectively.

Create a guide on best practices for communications and meetings so everyone is on the same page and has clear expectations.

Provide what you can for your team to set them up for success – maybe that’s a home office stipend, investing in health/mental health resources like apps or programs, further communication tools or other resources your employees might be requesting.

4. Encourage and support a multilingual workforce

Bilingual and multilingual employees are great assets to your company, especially if you have a global and/or international workforce. It’s possible though, that communication issues might arise with a multilingual workforce.

If you have teams working in different corners of the world, and many of them primarily work in languages other than English, you could consider hiring interpreters for certain meetings or investing in translation software. If a manager is leading an event or meeting, they could consider speaking in the language most used by that audience (if possible) or your could look into hiring interpreters if necessary.

Acknowledging and accommodating our differences, like language, helps to build a safe and more inclusive workplace culture.

5. Build an inclusive workplace for all

Having a diverse team means ensuring that you’re considering the whole team and all their differences, taking things into account like:

• age,

• race and ethnicity,

• religion,

• gender and sexual orientation,

• physical and mental conditions,

• cultural backgrounds,

• country of origin.

When we were all working in the office, implementing things like gender-neutral bathrooms for those who identify as other genders, including a designated nursing room for mothers, prayer rooms, wheelchair paths, Braille signs to name a few, are some best practices for displaying inclusivity.

Now that we’re mostly working remote, it’s important to note that you still need to consider how to accommodate your employees, but perhaps in a more innovative way. Maybe it’s scheduling dedicated prayer time, investing in communication tools that are more inclusive, or flexible working hours.

By feeling included in the workplace, your employees will enjoy working for you more leading to better employee retention.

6. Be transparent with pay and raises and encourage the conversation

Payscale compared white men and people of color who had the same jobs, education levels, experiences, and other factors, and found that pay discrepancies based on gender and race are still prominent.

Ways to eliminate pay gaps include implementing transparency into pay ranges for different levels, standards performance, and raising awareness on this issue. For example, you could make the information about the average pay range public and have clear definitions of performance standards and what’s required for employee promotions and to reach the pay range at the next level.

By publicizing and making this information easily accessible to your employees, you raise awareness on the topic, encourage dialogue and show your employees that you care and are making an effort to give equal opportunities to everyone.

7. Be considerate about differences in preference

When you’re hosting an office party or after-hours get-together (hello zoom happy hour), consider that different employees will have different preferences.

For example, many people may not drink alcohol due to personal preferences and/or religious reasons so it might be a good idea to accommodate by scheduling and hosting different events and different kinds of events that employees can choose to attend.

If you’re sending company-wide holiday gifts, consider people’s backgrounds and opt for gifts that are inclusive.

8. Respect different religions and cultures

Christmas is one of the most celebrated holidays in the world, but so are many other holidays, such as Chinese New Year, Hanukkah, Kwanzaa, and Eid al-Fitr to name a few.

It’s estimated that Kwanzaa is celebrated by 12.5 million people, while Hanukkah is celebrated by about 22 million, and roughly 3.5 million celebrate Eid al-Fitr in the USA.

Chinese New Year is celebrated by a large number of Asian countries, including Taiwan, Singapore, Malaysia, Vietnam, and of course, China, so your employees with these cultural backgrounds might want to have time off to celebrate it.

These holidays are celebrated by millions in the USA, but they are seldom listed as paid time off holidays. They also occur at different times throughout the year, and since many are determined by the lunar calendar, the dates vary every year (like Eid al-Fitr and Chinese New Year).

Offering flexible paid time off is great for ensuring that everyone can celebrate their own culture and religion. Flexible PTO is a set number of days off for employees to use for any necessary purpose. Floating holidays are another great choice as well, but these days off are usually not paid.

Giving your employees time off to celebrate what is important for them will help them feel more supported and is a great practice of inclusion.

9. Make sure you have a reporting system…and that it works

Your grievance reporting system is crucial for protecting your employees from harmful behaviors. However, if it doesn’t help with their situations, then employees might refrain from reporting anything at all.

One way to solve this problem is to employ alternative grievance systems, like an EAP. EAP (Employee Assistance Programs) are often run by a third-party vendor, and they provide free consulting services for employees on many different issues.

Some EAPs also offer legal assistance and help with recovering from workplace violence, so they can be a good resource for those looking for alternative ways to report racial harassment.