How to be inclusive in the workplace: 10 tips for employees

Estimated reading time: 4 minutes

Being inclusive in the workplace means treating everyone with fairness and respect, regardless of their differences and opinions. It means all employees have equal access to opportunities and resources so they can fully contribute to the organization’s success.

With more than two decades combined of experience as human resources business partners, my colleague, Ashley Carroll, and I strive to foster an inclusive environment where everyone can thrive. Use our 10 tips on how to be inclusive in the workplace so you can do the same.

How to be inclusive at work in 10 ways

1. Listen and learn from others.

Everyone’s voice at an organization needs to be heard and valued. Actively listen to what your co-workers say to fully understand their perspectives. Then, you can take what you learned from them and apply it to your everyday work.

For example, if a peer suggests a new method for managing projects that is more inclusive for the whole team, take the time to understand their rationale. Then, you can integrate their approach into your workflow.

2. Use inclusive language.

Using inclusive language in the workplace is crucial for creating an environment where all employees feel respected. Inclusive language acknowledges diversity, avoids stereotypes and biases and ensures no one feels marginalized or excluded.

The following are examples of being inclusive at work that use all-encompassing language:

• Avoid phrases that might be interpreted as ageist, such as "digital native" or "old school." Focus on the person's capabilities and experiences rather than their age.
• Be sensitive to religious diversity by acknowledging that not everyone celebrates the same holidays. Instead of "Merry Christmas," consider saying "happy holidays" or "enjoy the season."
• Make an effort to learn and use your colleagues' preferred pronouns. If you're unsure, ask politely. Or, include yours in introductions to encourage others to share theirs as well.
• When addressing groups, avoid lumping people together based on a single characteristic. For example, instead of saying "the ladies in the office," use their names or refer to them as "team members.”

3. Educate yourself.

A big part of being inclusive in the office is being aware of other people’s background and differences.

If you’re not sure about something, respectfully ask your co-workers what their preferences are and if they can educate you on the topic. If you don’t feel comfortable asking them directly, take the time to research your questions on a search engine or social media.

4. Practice self-awareness.

Acknowledging your own biases isn’t easy, but it’s an important step to fostering inclusivity.

Reflect how your thoughts and behaviors impact your interactions with colleagues. Apply your learnings by:

• Being more mindful of how you speak to others.
• Considering everyone’s perspective.
• Practicing the ability to not get defensive.
• Being open and understanding.

5. Promote an open dialog.

Reinforcing a culture of open communication promotes diverse perspectives and team collaboration. This leads to more innovative and effective solutions within the organization.

Create opportunities for meaningful conversations during meetings or breaks with colleagues. This can be as simple as asking someone their perspective or opinion on whatever is being discussed.

6. Network with thought leaders.

Thought leaders are experts in a specific field who present new ideas and influence other people. Networking with these industry leaders can bring fresh perspectives and innovative ideas to your organization.

You can network with thought leaders by:

• Connecting with them on LinkedIn.
• Attending a seminar or conference where various experts are speaking.
• Joining professional business groups or online forums where you can share new ideas with others.

7. Volunteer to mentor a new associate.

Mentorship builds a supportive network. By investing time in developing others, you contribute to a more cohesive and welcoming work environment.

Mentoring a new associate through a lens of inclusivity might include:

• Sharing career experiences.
• Discussing the importance of diversity of thought.
• Networking with industry thought leaders.
• Guiding the mentee on how to leverage their strengths in creative ways.

8. Attend DEI training.

Going to Diversity, Equality and Inclusion (DEI) training will help expand your knowledge of ways to create an inclusive work environment.

If your company doesn’t have DEI resources through its learning and development department, you can leverage external sources to grow your understanding of DEI concepts. Check out offerings like:

• TED Talks.
• DEI-specific podcasts.
• Microsoft Inclusion Journey.
• LinkedIn Learnings.

Additionally, check to see if your organization has an Employee Resource Group (ERG) you can join. Schneider, for example, has Business Resource Groups (BRGs) that provide valuable insights and create spaces for learning, discussion and growth.

9. Review your company’s communication.

Inclusive language sets the tone for a welcoming workplace environment. If the wrong verbiage is being used within a company’s messaging, employees may not feel respected.

Check the emails, newsletters and internal documents your company shares to eliminate any biased or exclusionary terms. If you see problematic language being used, suggest an alternative that better reflects diversity and inclusivity.

10. Seek consistent feedback.

The best way to improve your inclusivity techniques is to ask for feedback from your leader and colleagues. By doing so, you may discover a better, more inclusive approach to your communication and actions.

The following are a few examples of ways you can gather insights:

• Ask your leader to evaluate your initiatives to promote inclusivity at work throughout the year. Set aside time to discuss their findings during your yearly performance review.
• Reach out to a variety of co-workers to get their thoughts on a project or presentation you’re working on. Check if there are ways to show your content in a more inclusive way.
• Collect feedback from attendees after you give a presentation to see what they liked and what could be improved. You can do this through email or by sending out a survey.