Inclusion: Empathy & Dialog

Inclusion is creating an environment of respect, connectedness, and community, where all individuals can feel valued. This means that different perspectives and contributions are appreciated, and team members feel safe to be their full, authentic selves.

Empathy

Creating an inclusive environment goes beyond shifting organizational systems and policies, and it should not be confused with executing a checklist.

Inclusion relates very much to our attitude: it is a constant practice of empathy.

The value of a diverse workforce is only captured if an organization is inclusive! An inclusive workplace is an environment where people from diverse backgrounds and experiences can all feel a sense of belonging. Without that inclusive environment, there can be no sustained performance. In addition, a safe and inclusive environment will positively attract new talents and retain those on board.

Dialog

Inclusion is an important part of organizational culture. It is visible through actions, decisions, symbols, and – very important – the way we talk and write, our language.

Inclusive language considers the high impact of words. The tone of voice, meaning the way we shape our communication across all messages, needs to be unbiased from stereotypes or negative connotations towards different individuals or groups of people. Consciously adapting our language is a means to involve all stakeholders more fully, with a positive impact on organizational health.

Thus, inclusive communication should be built bottom up, not top down. Involving a wide range of community members throughout the organization, giving them a voice, is a good way to do that. 

Inclusive communication by nature is much more a conversation with each other, than talking about each other.

The communication landscape and the networks have to be designed accordingly: A grassroot setup, call it corporate social media, will serve that purpose much better than a top-down editorial approach. From a company perspective, it gets more important to ask for the team´s experiences, to listen to their stories, and to include their feedback to the company's storytelling. Including the diverse reality of any company into the “official” communication channel empowers the team, creates visibility and gives more authenticity to any communication. This way, you also don't have to worry about a truly unique employer brand that is credible from an internal and external perspective.