7 Simple Ways to Become an Inclusive Employer

Over the last few years, there has been — thankfully — so much more discourse around diversity, equity, and inclusion. Not just in the workplace, but in society at large. We’re finally talking about how the systems in place, especially in the U.S. where I’m based, are built to uplift certain folks (namely, straight white men) and hold others back (everyone else, especially people of color). 

Luckily, there are some amazing people at the forefront of a major social shift, leading the charge to create a more inclusive and loving world for us all. More conversations are being had about anti-racism, equity vs. equality, and how we can change deeply rooted systems.

But one thing that often gets missed in the discussion of diversity, equity, and inclusion is what we can do, on a person-to-person level, to enact systemic change. As employers, business owners, and leaders, we have a responsibility to do everything we can to create change. 

And, as a small business owner (I’m assuming, because you’re here), that starts with your hiring process. 

You have a responsibility to be an inclusive employer, but it doesn’t have to be hard. (Cue Elle Woods in the background… “What, like it’s hard?)

via GIPHY

In fact, there are simple things you can do TODAY to become a more inclusive employer and be part of the change our society is undergoing.

Practice a human-first work environment

Okay, I know you might be thinking: “Meg, what the heck does the mean? We’re all humans, so isn’t the environment human-first by default?” 

Nope. Most work environments are currently profit-first. 

In most business spaces, productivity comes before employee health and happiness. Revenue comes before fair wages. Work product comes before comfort. First, I don’t want you to feel guilty in the slightest if this is how you’ve structured your team and company. The truth is that no one ever taught us how to craft human-first environments. And when all we know is profit first, that’s the cycle we’ll be repeating! 

How can you practice a human-first environment? I have some tips for you.

See employees as people FIRST

Everyone that works for you has a full life outside of work — and often, that life is going to have to come first. Now, I’m not saying to continue to pay people who aren’t doing any work at all. 

But the days of forcing people to come into the office when they’re having a bad mental health day, to skip out on family events or important experiences in order to be a good employee? 

Yeah, those are gone. 

Nobody’s perfect. Your employees will have bad days. They will be affected by outside forces. When you understand that they’re a human first and employee second, you can empathize and make space for more inclusion.

Practice results-only work environments

Traditional work environments have been based on hours worked, instead of results driven. This is how we got the traditional idea of a 40-hour work week (which has become more like 50 hours, if we’re being honest). 

Instead, I encourage every client that works with us to focus on the results they want employees to get, instead of time spent getting those results. If you have an employee that gets fantastic results in 30 hours a week and uses the rest of the time to recharge, don’t force them to work those additional 10 hours. 

In fact, that employee probably needs the additional time to recharge in order to produce the same results. Focus on defining employee responsibilities and your desired results, instead of hours worked.

Listen to your employees

This should be a given, but in traditional corporate structures, it hasn’t been! The same way you give your employees feedback, expect and ask for that from them! And when they give it to you… listen, learn, and make improvements.

Educate your leaders

Unless you’re a solopreneur running an extremely small team, most businesses have multiple leaders within their hierarchy. One of the simplest ways to ensure your leaders are being as inclusive as you are is to provide them with education. 

Remember, inclusive work environments are still fairly “non-traditional,” so you can’t expect the management teams within your company to know what they are coming out of the gate. Instead, find educational resources, courses, and content creators that are sharing information on inclusive leadership… and share that with management!

Put communication above everything

Employee-employer relationships are just like the relationships in your personal life. They require nurturing and communication to make sure they’re strong and lasting! 

Remember, communication goes both ways. Be clear with your expectations for your employees, your feedback, and your direction, but also make sure they can be clear and communicative with you.

Seek out diversity and inclusion in your hiring process!

And finally, one of the best ways to have an inclusive work environment is to create that foundation in the first place. When you seek out diversity and inclusion during the hiring process, you’re not only giving marginalized groups a better opportunity that many employers haven’t before, but you’re building a strong foundation for an inclusive workplace. 

When you have employees from all races, genders, and walks of life, they’ll automatically bring different experiences into the workplace and create a more inclusive environment. 
If you’re not sure where to start, don’t worry! I’ve created a guide for you, all about how to build a more diverse team.

Grab this guide and you’ll get:

• A brief explanation of what team diversity actually means
• Advice for business owners that really want to create a diverse team and an inclusive and equitable workplace! 
• What to consider and necessary commitments when striving for team diversity
• An inclusion statement that you can tailor to your job ads
• Our top job boards and strategies to find the right ones 

DOWNLOAD THIS DIVERSITY HIRING GUIDE HERE