How to Build a More Inclusive Workplace by Jennifer Janechek

Photo by New York World-Telegram and the Sun staff photographer Dick DeMarsico

Martin Luther King, Jr. reminds us that the American dream is possible only insofar as every human being has an equal opportunity to find meaningful work. In his lesser-known speech to the Fourth Constitutional Convention of the AFL-CIO, given in December 1961, King says: 

I look forward confidently to the day when all who work for a living will be one, with no thought to their separateness as Negroes, Jews, Italians, or any other distinctions. This will be the day when we bring into realization the American Dream—a dream yet unfulfilled. A dream of equality of opportunity, of privilege and property widely distributed…. The dream of a country where every man will respect the dignity and worth of human personality—that is the dream. 

While many companies today tout diversity as a hiring value, not all organizations support their diversity efforts by cultivating an inclusive workplace. Below are six important strategies for creating a more positive, equitable experience for employees. 

1. Make inclusivity a core value. 
   Incorporate inclusivity into your organization’s core values. As Sam Silverstein writes in The Accountability Circle, “Your Values embody your principles and your standards of behavior.… Values determine how we see, connect to, and treat other people. They are the foundation for the relationships we build with the people in our world.” Inclusivity should be your standard of behavior—your “House Rules” that apply everywhere, at all times. By integrating inclusivity into your organization’s core values, you ensure that all team members understand that equity, accessibility, and mutual respect must characterize all interactions—for employees, clients, and everyone in between. 

2. Create safe spaces. 
   Offer clear venues for expressing concerns, wants, and needs without fear of retaliation or discrimination. Designate certain areas of the office for personal needs (e.g., lactation rooms).   

3. Practice inclusive communication. 
   Avoid ableist, sexist, racist, and otherwise discriminatory language; off-color jokes; and identity-based stereotypes. Create opportunities for people to share their identification preferences. Send content in an accessible manner as a rule, not just for those who request it. 

4. Amplify underrepresented voices. 
   Ensure that underrepresented groups are not marginalized within your organization by giving them the platform to share their ideas and never speaking on their behalf. Amplify these voices by listening attentively, confirming and reiterating the points made, and creating opportunities for follow-up.  

5. Invite regular feedback. 
   Provide different forums for employees to share feedback on their experience within the organization. Ideally, there should be one-on-one, small-group, and anonymous (digital) feedback mechanisms. Welcoming and fostering dialogue about team members’ experiences will help strengthen the organizational culture and ensure that everyone feels valued and able to contribute equally. 

6. Encourage education in DEI.  
   Prioritize training in diversity, equity, and inclusion. Host diversity training workshops. Organize employee study groups around DEI-focused books, such as Jess Pettitt’s Good Enough Now. When you provide concrete means for employees to educate themselves in diversity and inclusion, you will shift the culture of your entire organization in powerful ways. 

Jennifer Janechek is the director of content strategy for Sound Wisdom and the founder of Work–Home–Life, an online magazine and virtual community for remote and hybrid workers, freelancers, digital nomads, and entrepreneurs with home offices. She is also the host of The Sound Wisdom Podcast, which you can watch on the Sound Wisdom YouTube channel or listen to on Anchor or wherever you listen to podcasts!