Diversity in hiring is clearly important.  But if the brilliant, diverse new hires feel uncomfortable being themselves at work, they will end up leaving.  New research on workplace inclusion from the Limeade Institute found that employees who feel included report 19 percent higher well-being.  The research also reveals that when employees feel included at work, they are:

• 28 percent more engaged at work;
• 3 times more likely to stay at their organization;
• 43 percent more committed to their organization; and
• 51 percent more likely to recommend their company as a great place to work.

What is inclusion?  Inclusion is about creating a work environment where employees’ authentic selves are known and valued; where employees don’t feel like they have to hide certain aspects of themselves for fear of how coworkers or supervisors will react; where employees feel a sense of belonging, and it makes them want to stay.

In addition to engagement and retention, there are other business benefits for inclusion.  An inclusive culture embraces unique ideas, perspectives, experiences and people, and that drives innovation.  According to the Limeade report, inclusive workplaces:

• have 2.3 times higher cash flow per employee over a three-year period;
• are 6 times more likely to anticipate change and effectively respond; and
• are 8 times more likely to have overall better business outcomes.

How can you create an inclusive working environment?  Building an inclusive workplace culture doesn’t necessarily require a huge budget, but it does require commitment from every employee at every level of your organization.  Here are 10 tips from HEC’s HR team and the Limeade Institute to get you started on building an inclusive culture:

Peer-to-peer interactions are key to perceptions of inclusion at work.

1. Pair up a new hire with a buddy who brings them into the fold, both in the workplace and the lunch room.
2. Plan activities that give employees an opportunity to get to know each other on a personal (rather than strictly professional) level, such as department lunches and team-building activities. It’s not necessary to have many events and activities, but more importantly to have meaningful opportunities that employees want to experience and be a part of.
3. Ask employees what causes are important to them and organize community service events.  This will allow coworkers to get to know each other in an informal setting in addition to helping the community, with the added benefit of increasing awareness of the company’s social responsibility.

Extend everyone’s peer network.

4. Random lunch partner program: employees can meet new coworkers and learn about each other’s roles in the company.
5. Cross-functional projects between teams: create situations where people who do not normally work together get to work together.

Company leaders should promote trust and open communication.

6. Clearly communicate and remind employees how your organization views, defines, and pursues inclusion. Keeping inclusion right up front will keep it top of mind for everyone.  It could be a poster in the break room, a mobile app, or an inclusive meeting checklist in every conference room.
7. Leaders should model inclusive behavior, listen to employee feedback, and take action on insights shared.
8. Host unconscious bias training.
9. Managers should take the time to get to know their employees and build a relationship of trust.
10. Structure meetings in a way that takes into consideration each member’s communication style and creates a safe environment for sharing so all team members feel comfortable giving input and feel their opinions are valued.

HEC offers training and workshops that could help your teams implement some of these suggestions.