Empower your team to take interpersonal risks and voice their opinions. Actively listen and respond to them when they do. Inspire your team to bring their whole, authentic selves to work. Once we take on vulnerability with open arms, we can make the connections that lead to psychological safety. Start by encouraging sharing, openness, and vulnerability. To create culture change, leaders need to role model the behavior you want to see in your team and organization. And then make sure they lead by example - raising awareness, encouraging conversation and practicing inclusive behaviors daily. We can show senior leaders that inclusion is a skill you can learn. We can empower leaders to make simple changes to the way they do things every day to intentionally include. A way we can build buy-in is to break down practically how we can all be inclusive in simple, everyday ways. Highlighting benefits like increased innovation, profitability and faster time to market can win over senior executives. To create culture change at scale, you need to first get buy-in from the top.
Change won’t work if people at the top don’t understand the behaviors you’re asking people at the bottom to practice. Though the business case for D&I is well-documented, many changemakers still find it tough to get leadership buy-in. So how can you get started with a truly transformational large-scale culture change program to create a more inclusive environment?Ĭheck out our 11 step guide here. This quote from Aubrey Blanche, Global Head of Diversity & Belonging at Atlassian, rightly sums up our feelings:
#DIVERSITY AND INCLUSION TIP OF THE DAY SERIES#
But there are no silver bullets – it’s a series of tiny steps all happening at the same time that makes culture change happen. So how do you get your people proactively collaborating together to drive your organization’s culture change efforts forward? As the saying goes, even the longest journey begins with a single step. But one truth remains – most culture change efforts fail. According to a 2014 global study by Korn Ferry, 72% of executives say culture is extremely important for organizational performance. Changing culture remains a critical priority for many of the world’s most innovative organizations even today. Yet, in 2020 organizations are still struggling to create an inclusive culture.
Decisions made and executed by diverse teams deliver 60% better results.Inclusive teams make better business decisions up to 87% of the time.Team performance improves by 50% when everyone feels included.The benefits of an inclusive culture where everyone is embraced for their uniqueness and individuality as a human being are multiple: In another study by Deloitte in 2013, when employees “think their organization is committed to and supportive of diversity, and they feel included,” their ability to innovate increases by 83%. There’s a lot of research indicating that inclusive businesses have more highly engaged, motivated and productive workforces.Īccording to a 2018 report by Bersin and Deloitte, companies with inclusive cultures are 8x more likely to achieve better business outcomes. 💪 We are happiest and perform best when we can be ourselves, because we all want to be valued for who we are.Īn inclusive culture is one that embraces and celebrates our differences – differences in experiences, backgrounds and ways of thinking. 11 step approach to creating a more inclusive culture
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