Top 10 Ways to Create an Inclusive Workplace
By Jennifer Taylor Oland, Director, Diversity, Equity & Inclusion, Medavie
Top 10 Ways to Create an Inclusive Workplace
By Jennifer Taylor Oland, Director, Diversity, Equity & Inclusion, Medavie
Canada’s workforce is culturally diverse and fostering an inclusive workplace benefits both employees and employers. Not only is it the right thing to do, but it also makes good business sense: inclusive workplaces lead to higher employee engagement, retention, and productivity.
For example, a survey by Medavie found that inclusive benefits can be a key factor in employee loyalty, particularly among younger Canadians and individuals from racial and ethnic minority groups. In fact, 80% of respondents stated that inclusive benefits increase their loyalty to their employer.
Additionally, research by McKinsey and Deloitte highlights that diverse companies are more likely to outperform less diverse competitors. Inclusive workplaces are shown to be six times more likely to drive innovation and significantly enhance productivity.
Here are 10 ways to create a truly inclusive workplace.
1. Offer inclusive benefits
Providing health benefits that respect and support differences is a major step toward inclusivity. Ensure your benefit plans are accessible, flexible and relevant, enabling employees from all backgrounds and life stages to access appropriate care. Examples include mental health support, tailored options for 2SLGBTQIA+ employees or those with disabilities, and personal wellness accounts to cover culturally responsive care.
2. Use inclusive language
Language is powerful, and inclusive terms are key to fostering a sense of belonging. Encourage employees to use their preferred pronouns in email signatures to validate identities and show openness. Avoid discriminatory terms by using people-first language, such as "a person with a disability" instead of marginalized labels. Lead by example by ensuring digital assets and print materials use inclusive language and that forms offer inclusive choices.
1. Offer inclusive benefits
Providing health benefits that respect and support differences is a major step toward inclusivity. Ensure your benefit plans are accessible, flexible and relevant, enabling employees from all backgrounds and life stages to access appropriate care. Examples include mental health support, tailored options for 2SLGBTQIA+ employees or those with disabilities, and personal wellness accounts to cover culturally responsive care.
2. Use inclusive language
Language is powerful, and inclusive terms are key to fostering a sense of belonging. Encourage employees to use their preferred pronouns in email signatures to validate identities and show openness. Avoid discriminatory terms by using people-first language, such as "a person with a disability" instead of marginalized labels. Lead by example by ensuring digital assets and print materials use inclusive language and that forms offer inclusive choices.
3. Create safe, accessible spaces
Physical and digital accessibility promotes psychological safety and inclusivity, particularly for employees with disabilities. Consider features like accessible restrooms, ramps, adaptive equipment, and sensory-friendly spaces. Ensure digital tools accommodate visual, auditory, or cognitive disabilities by incorporating features like captions, subtitles, and webinar transcriptions.
4. Offer diversity and inclusion training
Provide ongoing diversity and inclusion training that extends beyond awareness. Focus on reducing biases, fostering collaboration, and enhancing trust. Topics like unconscious bias, cross-cultural communication, and allyship can help build a more cohesive workplace.
3. Create safe, accessible spaces
Physical and digital accessibility promotes psychological safety and inclusivity, particularly for employees with disabilities. Consider features like accessible restrooms, ramps, adaptive equipment, and sensory-friendly spaces. Ensure digital tools accommodate visual, auditory, or cognitive disabilities by incorporating features like captions, subtitles, and webinar transcriptions.
4. Offer diversity and inclusion training
Provide ongoing diversity and inclusion training that extends beyond awareness. Focus on reducing biases, fostering collaboration, and enhancing trust. Topics like unconscious bias, cross-cultural communication, and allyship can help build a more cohesive workplace.
5. Provide education and information resources
Complement training with accessible resources that empower employees to strengthen allyship. Create a dedicated intranet page for podcasts, blogs, videos, and articles on diversity topics. Regularly share these through regular internal channels to encourage ongoing learning.
6. Establish Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) or affinity groups provide a supportive network within the organization. Centred around shared identities or interests, these groups allow employees to connect, support one another, and advocate for inclusivity.
7. Build cross-cultural mentorship programs
Create mentorship programs that pair employees from different backgrounds, allowing them to learn from one another. This cross-cultural exchange fosters a deeper understanding and collaboration across teams.
8. Be open to employee feedback
Regularly seek feedback through one-on-one meetings, anonymous surveys, or workshops. This open dialogue helps identify gaps in inclusivity efforts. Consider creating confidential channels like email, online forums, or suggestion boxes to gather valuable input.
7. Build cross-cultural mentorship programs
Create mentorship programs that pair employees from different backgrounds, allowing them to learn from one another. This cross-cultural exchange fosters a deeper understanding and collaboration across teams.
8. Be open to employee feedback
Regularly seek feedback through one-on-one meetings, anonymous surveys, or workshops. This open dialogue helps identify gaps in inclusivity efforts. Consider creating confidential channels like email, online forums, or suggestion boxes to gather valuable input.
9. Adopt a non-discrimination policy
Establish a clear, formal policy against discrimination, harassment, and bullying. Make it clear that your organization values equality, extending this policy to hiring practices to create a welcoming environment for all candidates.
10. Expand the company holiday calendar
Recognize you employees’ diverse backgrounds by acknowledging a range of religious and cultural holidays. Examples include Jewish, Hindu, and Muslim observances, along with other important cultural celebrations.
Conclusion
Creating an inclusive workplace culture benefits everyone and delivers a significant return on investment. By prioritizing inclusivity, employers can position themselves as employers of choice, fostering a happier, healthier, and more productive workforce. Inclusivity not only helps employees feel valued but also boosts innovation, loyalty, and overall business performance. When employees feel valued and respected, they are more likely to extend that same care to customers. By adopting these inclusive strategies, Canadian workplaces can create a brighter, more successful future for all.
Creating a culture of caring
Medavie embraces diversity, equity and inclusion (DEI) by fostering a respectful culture where our teams, patients, customers, partners and communities are valued for who they are and what they contribute.
Medavie Blue Cross is a premier all-in-one carrier that provides health, dental, travel, life and disability benefits and administers federal and provincial government-sponsored health programs. Together with Medavie Health Services, we are part of Medavie, a health solutions partner committed to improving the wellbeing of Canadians. We are in the...