Inclusive Culture

“Diversity is the mix of people in the room, and inclusion is how you leverage the difference in that mix to produce better business results and to create a culture in which everyone can feed comfortable to do their best work”

Developing an inclusive culture is not an isolated task. It means integrating inclusive values throughout the company in a way that compliments the existing company culture. Inclusion is not a department, and it's not a position, it's a culture. The following is a set of guidelines to promote inclusion in a company. The set of tips was developed in collaboration with six representatives from leading corporations in the world of diversity and inclusion.

Guidelines to Support Diversity & Inclusion

culture.

  • It’s not enough to hire and keep people – aim for growth
  • Have a trusting environment – those with disabilities may be fearful of disclosing so set the stage for individuals with disabilities to talk about it, otherwise their success may be compromised
  • Let employees know they have a safe harbor and whatever they share is confidential
  • Let employees know you are here to help one another be our whole selves at work

recruitment.

  • Work both through internal and external channels
  • Actively tailor your recruiting strategies to all kinds of employees and start early by participating in events at colleges and high schools
  • Target certain populations because the role requires specialty skills that are in their skill set
  • Be realistic in how you approach it - don’t hire someone with a disabilities just because they have a disability, hire them because they will be successful

leadership.

  • Ensure that you have leadership support and advocacy  
  • Engage leaders from the development through the entire process
  • Identify a champion in executive management within the organization – this needs to have a top-down endorsement - not only somebody who provides the executive sponsorship, but who is interested in what is going on with the program
  • Enlist the help of people who have an affinity for the topic within the company - employees that may have a friends, family member, who are affected and interested in making the program success
  • Appoint leaders, such as a diversity officer – no matter how small or large the company

education & training.

  • Develop the employees that already exists and properly train managers to recognize the value that a diverse team represents
  • Provide information that connect IWDs with internal organizations that can support them
  • Have cultural awareness training
  • Focus on accessibility as well as accommodations
  • Be holistic in your approach to education – focus in on specific disabilities, but in the context of broadening the diversity conversation
  • Be strategic regarding career development – be proactive, brutally honest, and take a team approach to ensure that inclusion supports progress and performance

partnerships.

  • Leverage the existing companies that support diversity and inclusion
  • Establish partnerships with non-profit organizations for people with disabilities in local, state, government and related entities
  • Engage the mentorship of an entity that has expertise in the space of hiring people with IWDs