In a previous blog on Inclusive Hiring, we explored some best practices for HR professionals and employers to build cultures of inclusion during the recruitment and hiring stages of new employees. However, as a candidate, what are the signs that you should look out for when trying to determine whether the organization you want to work for is in fact an inclusive one? In other words, how do you identify an inclusive employer? In this article, we will answer the questions of what an inclusive employer is and how to identify one, while also highlighting some of the benefits of working with an inclusive employer.

What is an Inclusive Employer?

An inclusive employer is a person or organization that caters to the differences in needs of all its employees without bias, discrimination, or abuse. One of the fundamental principles of an inclusive employer is the equitable treatment of their employees irrespective of race, gender, age, or disability, among other demographic factors.

How to Identify an Inclusive Employer

Here are ten great ways to help you identify whether a current or prospective employer practices inclusion.

1. The language used in job posts

One of the simplest ways a candidate may begin to vet a prospective employer is through the language used when advertising job vacancies. Does the application criteria consist of language that disqualifies otherwise qualified candidates based on demographic requirements that have no bearing on a candidate’s ability to perform the job? For example, having a minimum age limit of 26 years old for an Accounting position on the grounds of equating that minimum age mark with maturity. This immediately disqualifies the 24-year-old accountant who might be more competent and of an equally mature character as their 26 years and older counterparts.

2. Observe their interviewing processes

An interview is a two-way process that not only allows for the prospective employer to get to know a candidate better but also serves for the candidate to get a closer look at whether the employer is the right fit for them. With this in mind, the interviewer gets to demonstrate the qualities of their workplace culture by the way they treat your time, efforts, and presence during a job interview. Does the interviewing panel make you feel welcome? Are expectations honored and reciprocated? For example, if the interviewer is extremely late and fails to provide an apology and a reasonable explanation or advanced notice, this may be a sign of an employer who does not hold themself to the same standards as they hold their employees.

3. Other Employees’ Experiences

There is a Jamaican proverb that says, ‘if the fish at the bottom of the river tells you that the alligator has a sore gum, believe it’. What this means, is that we should heed the voice of experience. In your pursuit to understand just how inclusive an employer is, one of your best sources will be the testimonies of current and former employees of that organization. One common sign of organizations that lack inclusivity, is a high turnover rate. Of course, this information is not often readily available, except in cases where an organization is frequently advertising the same positions, particularly at the mid to senior level. Ideally, you will want to ask friends and colleagues within the company (if you have any) about their experiences with the employer and what, if any, programs are there to promote inclusion. If you aren’t familiar with anyone who works with the organization, you can always connect with current or former employees via platforms such as LinkedIn or other professional networking communities. Glassdoor is another great resource where current and former employees go to provide reviews on employers. The organization you are considering working with might have a few reviews worth reading before you make your next major move.

4. Representation

When you enter the building, who do you see? One of the simplest methods you can use in assessing the inclusivity of an organization is by walking the floors of the building to see the diversity (or lack thereof) of its employees. An organization with visibly diverse staffing (by age, gender, race, disability, etc), can often be a good sign. An even better sign is when diversity is visible not only at the lower to mid tiers of a company’s hierarchy but also at the senior levels. Not all organizations operate from a single, physical space and so in these cases, instead of walking the floor, you may visit their website and social media pages, including promotional materials, to get a view of what representation looks like within the organization.

5. They cater to the diverse needs of employees

Inclusive organizations that operate from a physical location must design their facilities to be accessible to persons with disabilities. A common example is to have wheelchair ramps or elevators where needed for persons with mobility issues. Utilizing aides like closed captions in video or audio memos is another simple method that can be used and is especially great in helping persons with hearing difficulties as well as persons with ADHD and others to better understand and process information.

An inclusive employer acknowledges and respects cultural and religious differences among their employees. They also reserve judgment towards parents and caretakers whose responsibilities to their family may require them to leave work on time or take a break to attend to caretaking duties, while still honoring their contracted work hours and KPIs.

6. They value/welcome employees’ input and ideas.

One of the beauties of having a working environment that fosters inclusivity is that it creates a diverse pool of employees with different experiences, ideas, and perspectives. The neurodiversity of employees is something that employers should value, acknowledge, and cater to. Some of the most successful organizations today understand this and have been able to benefit from it. Organizations that welcome employees’ input and ideas on projects, day-to-day activities, and ways to improve organization processes, tend to be synonymous with employees' success and development, which is key to advancing your career.

7. Teamwork and collaboration.

To be inclusive is to ensure that nobody gets left out or left behind. However, this philosophy often ends at the team or departmental level, especially in medium and large organizations. The danger of this is that some teams or departments, and by extension the person who make up these teams/departments, may at times become marginalized and treated as lesser employees (e.g.: some office workers might look down on sanitation workers). This is certainly not the way to go! Respect and non-discrimination based on job type are things that are sometimes overlooked, yet should never be ignored. An inclusive employer fosters healthy Interpersonal and interdepartmental relationships within their organization.

8. Opportunities for learning and development.

A major component of employee success rests in the opportunities made available for them to develop their skills and advance their careers. Learning and development programs not only help in enhancing employees’ competence but also makes them more eligible for promotions within the organization in lieu of hiring from outside. This helps to demonstrate that the employer values their employees and in return, fosters a greater sense of loyalty between the two. An organization’s growth is often reflected in the opportunities it provides to ensure that its employees are able to not just survive, but thrive.

9. Compensation and benefits.

Every organization understands that the employer-employee relationship is a value exchange that is based primarily on the reciprocation of compensation for labor. An inclusive employer, however, further understands the importance of providing fair, nondiscriminatory wages, which includes equal pay for equal work, irrespective of race, gender, or age. Organizations may also demonstrate their commitment to inclusivity in other forms of statutory benefits and non-statutory benefits such as, for example, facilitating access to mental health care (via free or subsidized counseling services), subsidizing meals, or even having a Day Care Centre for staff members who are parents or primary caregivers, just to name a few.

10. A comprehensive DEI program.

Finally, another positive sign to look for in an inclusive organization is the existence of a diversity, equity, and inclusion (DEI) program that is not only there for symbolism, but that is actively incorporated into the workplace culture through staff sensitization and has representation across every department. A strong DEI program should include persons who hold real power and authority within the organization, as it enables the program to have a legitimate influence on DEI policies, as well as to enforce such policies with clear penalties if/when breached. Another great feature to look for within or alongside a DEI program is the existence of employee resources groups (ERGs). ERGs are small sub-communities of employees, usually of similar needs, interests, geography, cultural background, etc., and serve to help employees develop a greater sense of belonging. ERGs are particularly beneficial for new employees and employees from predominantly marginalized groups, looking to make a smooth transition into the organization.

At the end of the day, everyone wants to feel valued in the place they work. An inclusive work environment that makes you feel seen and heard is by no means a hard ask; in fact, it should be the norm. Inclusive employers foster creativity, growth, and an overall healthier working environment. After all, we are social beings and we perform at our best when we can feel and know that we belong.

Are you treating the transition back to the office with the same care as the Pandemic?

There are so many variables to consider when thinking of the transition back to the workplace post-COVID. Organizations have the rare opportunity to reset their workplace culture from what it was before 2020. Those of us in the DEI space are well aware that many companies got a free pass from having to address issues of exclusion and inequity in their workplaces during the lockdown. As more and more businesses resume face-to-face operations, many of those issues surrounding diversity, equity, and inclusion pre-COVID can be expected to rear their heads once again. As a result, companies must now work to address exclusion and biases with as much care and urgency as the pandemic!

Below is a compilation of three (3) quick tips to consider when thinking of making the transition to a post-COVID workplace as smooth and inclusive as possible. This list is by no means exhaustive, as there are countless numbers of situations and scenarios that you may need to prepare for, but we thought we would share some key areas to be considered.

1. Consider your leaders.

Before a ship sets sail, the captain must first be on board. Likewise, as you evaluate the quality of inclusion within your company, your team leaders and managers should be the first ones to be trained and adequately equipped to handle the many and varying needs of employees. Some of the inclusivity issues that are likely to arise may range from demographic-related concerns that are racial and gender-based, for example, to less obvious ones such as whether employees get to have a say in various decision-making processes, including those on policies and procedures that affect them. Are managers aware of the different learning styles, processing styles, and interpersonal skills of their staff? It is important that before we return to the workplace, leaders know exactly how their staff is likely to react, and be equipped with the right tools and authority to make decisions that will create less resistance and dissatisfaction within their teams.

2. Beware the “eager to return” crowd.

The COVID19 lockdown had an immense impact on the mental well-being of many individuals. As a result, we have seen an increasing number of persons develop a greater understanding and appreciation for maintaining a healthy work-life balance. While some may find work from home to be the answer to optimizing their work-life balance, for others, this comes in the form of working from the office. Whether it be an annoying roommate, disruptive neighbors, inadequate equipment and/or resources at home, or even their personality type, the office may serve as a haven for productive work to take place. Be it for these or other reasons, many employees are looking forward to resuming work in the office. Companies must therefore ensure that they create spaces that are safe and welcoming as opposed to being another source of torment that their employees dread.

Who are the extroverts and social butterflies on your team? These individuals have been particularly eager to return to working in the office and will likely be at the front of the line when companies issue their return to office orders—for those that haven’t already done so. On the other hand, there are those among us who are on the introverted end of the personality spectrum and might be dreading a return to the office. Companies will need to brainstorm and create structures to help these employees reintegrate into the office space, ensuring that all the necessary health regulations are upheld and that effective employee engagement programs are in place.

3. Avoid early judgment and try to reduce uncertainty.

People who need flexibility, and who may prefer not to be in the office can be subjected to scrutiny. This is especially so for knowledge workers who can do their jobs remotely and, in many cases, might have been working remotely throughout the pandemic. One of the few things that were made undeniably clear over the past 2 ½ years, is the practicality, convenience, and benefits that come with working remotely. Therefore, companies are strongly encouraged to consider these preferences without judgment. Reserved judgment should also be extended to parents and caretakers whose responsibilities outside of work may require them to leave work on time (especially in spaces with a custom of working uncompensated overtime), without being written off as someone who lacks commitment. Similarly, caregivers may need to take a break to attend to caretaking duties, but still, honor their contracted work hours and established KPIs. While it won’t be practical for every company to make concessions for all of these scenarios, each company is certainly capable of exercising some degree of flexibility. Organizations that do this in a manner that meets the specific needs of their employees, will go a far way in reducing uncertainty and fears of termination or reprimand, translating to an increase in productivity.

These are uncertain times and so now more than ever, it is important to be communicative in your message to employees and reassure them that different needs will have different accommodations. A workforce that feels appreciated and catered to, will go a farther way in driving productivity than one that is stifled beneath archaic regulations that merely provide a false sense of productivity.

Top 10 Ways to Identify an Inclusive Employer