Creating a more inclusive workplace culture is harder than it sounds. For every change you want to make, your HR team has to put it into action, and this typically involves lots of work. In a previous blog post, America’s Back Office discussed the challenges of implementing an inclusive workplace culture. Here we outline a five-step approach you can use for implementing genuine change in your organization.
America’s Back Office helps you create an inclusive workplace culture with our custom outsourced HR services. Click here or call 1-877-423-7736 to learn more.
#1. Shout Loud About Your Inclusive Workplace Culture
Workers who feel excluded in the workplace lack a voice, so use yours to talk about inclusion. Speak up about diversity and other issues that matter to you and your workforce on social media, using hashtags like #inclusion to get noticed. Be the change you want to see in your organization.
Whether it’s a social cause or something else, there’s plenty to talk about. You can share resources, post inspirational quotes, or tell the world what you think about inclusion. Shouting loud about inclusion proves to all your employees that you’re serious about changing your workplace for good.
You can also provide minorities with a platform for communication and expression. Ask employees to create content for your blog and social media pages and create a social space that delivers actual value to everyone.
#2. Incorporate Inclusion in Your Website
Your website might already include your organizational values or company culture. But does it talk about inclusion? Including this topic on your site establishes your organization as a forward-thinking enterprise that’s not scared to talk about the issues that matter. Plus, talking about inclusion could help you recruit talented workers from minority backgrounds. Tell people why you are an inclusive, diverse organization that welcomes change.
The same goes for your training and onboarding material. Be specific when telling new hires about how you tackle the challenges of inclusion in your enterprise. Do you have diversity training programs in place? If you do, include this information in your onboarding handbooks. If you don’t, say why you don’t. New employees want to see the organizational changes you plan to make for inclusion.
Now you can make your workplace a more inclusive one with outsourced HR services from a PEO that cares about your organizational values. America’s Back Office helps you create change with custom outsourced payroll, benefits, compliance, and human resources services for a work culture based around inclusion. Call 1-877-423-7736 now for an HR consultation.
#3. Address the Problems That Exclude Workers
If you want to create an inclusive work culture, you need to address problems of exclusion that exist in your workplace. There might be organizational structures, policies, and procedures that make employees feel excluded, such as unequal access to benefits or payroll protocols that favor some employees over others. It’s important to address any inequalities before you execute change.
Sometimes you might not be aware of the challenges that hold excluded workers back. Set up focus groups where all employees can share opinions about the way your organization deals with inclusion. Listen to everyone and make changes where necessary.
#4. Check the Law
As an inclusive employer, you should keep up to date with federal and state legislation about diversity. Complying with these laws is paramount. You have a legal responsibility (as well as a moral one) to make your workplace inclusive for all workers, regardless of their race, color, sexuality, disability, or religion.
Sometimes your HR team might struggle to comply with these laws. Or they might be completely unaware of legislation surrounding issues of workplace diversity. In these scenarios, you will benefit from working with a PEO that specializes in compliance and provides other valuable solutions to your organization.
#5. Create Recruitment Strategies That Complement Your Inclusive Workplace Culture
Often, exclusion happens because minority employees feel under-represented at work. So encourage more minorities to join your organization and create a more diverse and inclusive workplace. Developing new recruitment strategies can be a challenge, especially if you have used the same method for a while. But changing the way you hire employees could increase diversity and attract more minority candidates to your organization.
How America’s Back Office Can Help
America’s Back Office is a Personal Employer Organization (PEO) that takes inclusion seriously. If you want to create a more inclusive workplace, America’s Back Office can help you:
- Introduce risk-mitigation measures for diversity and inclusion.
- Manage new hire paperwork for minority employees.
- Help you comply with federal and state diversity laws.
- Make sure benefits, insurance, and payroll policies in your organization benefit all employees not just a few.
- Ensure all employees get paid on time.
- Help you save time and money when making your workplace more inclusive.
America’s Back Office handles many of the HR processes that your current team struggles with at your organization, and this can improve diversity and inclusion in your enterprise.
Final Word
Making your workplace more inclusive takes time, so don’t expect change overnight. You might have layers of organizational processes that you need to evaluate to ensure all workers have equal opportunities. But following the five tips above is a good start. Working with a PEO like America’s Back Office also lets you develop an inclusive workplace that treats everyone equally.
Prepare for an inclusive workplace culture with America’s Back Office, the PEO you can trust. Click here or call 1-877-423-7736 for a custom HR consultation.
