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Embed Inclusion Into the Organization's Culture

Diversity on its own will not create inclusion.

  • Although inclusion is key to the success of a diversity, equity, and inclusion (DEI) strategy, the complexity of the concept makes it a daunting pursuit.
  • An individual employee has many diversity dimensions that cannot be categorized, meaning that narrowly defined inclusion efforts won’t be enough.
  • This is further complicated by the fact that creating inclusion is not a one-and-done exercise. Rather, it requires the ongoing commitment of employees at all levels to drive a cultural shift.

Executive Summary

Critical Insight

  • Realize the benefits of a diverse workforce by embedding inclusion into work practices, behaviors, and values, ensuring accountability throughout the organization.

Impact & Result

  • Conduct an assessment to understand the current state of inclusion.
  • Embed inclusion into organizational values and adapt competencies to promote accountability at the individual level.
  • Use inclusive design principles to modify organizational work practices to demonstrate a more inclusive culture.

Research & Tools

1. Determine the current state of inclusion

Emphasize inclusion as a priority, then collect quantitative and qualitative data to assess the current state of inclusion and shared challenges.

2. Frame inclusion for the organization

Ingrain inclusion into organizational values, competencies, and behavior to realize the future state of inclusion.

3. Mobilize inclusion efforts throughout the organization

Communicate the inclusion competency and expectations to managers, shift employee mindsets towards inclusion, and examine work practices using inclusive design principles.

4. Equip managers with tools to create an inclusive environment

Understand what it means to be inclusive, examine biases, and learn how to apply leadership behaviors to create an inclusive environment.