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Join us and make inclusion an everyday reality.

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As part of this year’s National Inclusion Week theme, Take Action Make Impact, we have created a call to action to get organisations and individuals thinking about what actions they can take and what impacts they could and should have for marginalised people in workplaces.

Taking the theme of Action and Impact, in this Blog, we’re exploring inclusion best practices and how leaders not only need to embed inclusion but then go further to evolve and evaluate their I&D strategy.

What is the benefit of embedding inclusion into HR strategies?

When we’re undertaking all the activities that affect the behaviour of our people, we need to use an inclusive lens when considering the efforts and the steps we are taking when formulating the strategic needs of the business. Without this, you risk your HR strategy being too isolated from the people in the business.

Promoting and delivering I&D in the workplace is essential to good people management. There are a whole host of benefits to creating an inclusive workplace, and a business that does this effectively will reap the rewards.

  • Make the workplace more successful
  • Keep employees happy and motivated
  • Prevent serious or legal issues arising, such as bullying, harassment and discrimination
  • Better serve a diverse range of customers
  • Improve ideas and problem-solving
  • Attract and keep good staff

How can an Inclusive leader evolve and evaluate these strategies?

For inclusion to become an everyday reality and part of the fabric of an organisation, leaders need to be visible supporters of all things I&D. This visible commitment needs to be articulated authentically and by challenging the way things are done within the business.

There is a need to consider how you evaluate your inclusion and diversity programme and how you measure it against realistic and achievable targets. Some questions that link with the evaluation process are:

  • How do you evaluate your inclusion and diversity progress?
  • How you use this information to set relevant and achievable interventions and targets
  • How you use profile data, wider data and qualitative research

It’s also important to ask how you are as a leader and how the organisation continuously seeks to learn and draw best practices to develop creative, inclusive interventions and return on investment. This specifically relates to how you evolve and move in an ever-changing world. Some important questions to consider are:

  • How are you evolving by continuously learning and drawing on best practices to devise innovation and creative interventions?
  • How do you look externally to drive innovation internally?
  • How does your leadership drive innovation externally?

“It’s important to consider how you are engaging staff at all levels to ensure they have a good understanding and awareness of your organisation’s vision for inclusion and diversity.”

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Diverse group of people in discussion and collaborating around a table with paperwork on it

How can an inclusive leader showcase a commitment to inclusion?

Harvard Business Review suggests there are six signature traits of inclusive leadership and that what leaders say and do makeup to 70% difference in whether individuals report feeling included.

  1. Visible commitment: They articulate an authentic commitment to diversity, challenge the status quo, hold others accountable, and make diversity and inclusion a personal priority.
  2. Humility: They are modest about their capabilities, admit mistakes, and create space for others to contribute.
  3. Awareness of bias: They show awareness of personal blind spots and flaws in the system and work hard to ensure a meritocracy.
  4. Curiosity about others: They demonstrate an open mindset and deep curiosity about others, listen without judgment, and seek empathy to understand those around them.
  5. Cultural intelligence: They are attentive to others’ cultures and adapt as required.
  6. Effective collaboration: They empower others, pay attention to diversity of thinking and psychological safety, and focus on team cohesion.

How to measure impact

Measuring the impact of inclusion and diversity in the workplace focuses on the process of evaluating the effects of interventions. This would include the measurement of specific programs, or activity on a particular outcome or objective. It involves identifying what successes look like, collating and analysing the data as well as the piece around communicating any results or findings and the intended actions based upon the lessons learned.

It’s important to consider how you are engaging staff at all levels to ensure they have a good understanding and awareness of your organisation’s vision for inclusion and diversity.

This is about engagement with your people, and you should aim to understand:

Our Inclusive Employers Standard enables organisations to understand the impact you have on Inclusion in your workplace. Read some of our showcased examples of engaging with inclusion excellence.

How can I learn to embed, evolve and evaluate inclusion into my organisation’s HR strategies?

Our Inclusion experts offer tailored support and best-practice guidance across all industries and sectors.

Contact us today to see how we can ensure your I&D efforts are making an impact. 


Thrive with inclusion experts by your side

Over 450 organisations have chosen us to be their Inclusion and Diversity partner. We provide expert bespoke workplace inclusion advice and practical impactful support, across all industries.

Join us and make inclusion an everyday reality.

Enquire about membership

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