5 Features of an Inclusive Workplace that Dr. King Would Actually be Proud of
Kristina Mereigh
Director of Wellbeing
Dr. Martin Luther King Jr. was committed to fighting racism and fostering equity, not only in our society but also in the workplace. He believed that all people should have equal opportunities to succeed no matter their background, socio-economic status, or skin color.
Too often, organizations use Dr. King’s legacy as an opportunity to make statements and put on catchy programs. This is simply not enough. Truly honoring Dr. King in the workplace means fewer client-facing statements and more internal organizational change. It means making people your business priority by focusing on employee well-being which includes health equity, inclusion, and belonging.
Belonging is the nexus between well-being and diversity, equity, and inclusion (DEI). It is a pillar of psychological safety that goes beyond creating a diverse environment to one that emphasizes having satisfying relationships, making space for employees to be their authentic selves, and creating opportunities for employees to feel valued, heard, and celebrated.
If your organization seeks to foster a culture of inclusivity and well-being, these strategies may be helpful:
Prioritize creating inclusive and effective cross-departmental teams.
Silos between departments reduce effective collaboration and narrow opportunities for employees to develop a wider network of authentic connections that they can tap into during difficult times. Increased collaboration also reduces redundancy and over-programming your already time-poor employees. Less is more.
Foster a psychologically safe environment.
For people to feel psychologically safe, stigma has to be reduced around vulnerability and help-seeking behavior. Managers have to learn not only how to recognize and respond to employees that may be struggling but also model healthy behaviors and develop strong relationships with them. Developing a psychologically safe space also requires trust to be rebuilt where harm has occurred.
Allocate funds intentionally for community connection.
Instead of expensive speakers, or another fancy water bottle, allocate funds for community connection, encouraging employees to connect with community members beyond their teams. Provide funding for affinity groups to host activities that create fun and safe spaces within and across networks.
Over-communicate about help-seeking resources and professional development opportunities.
There will always be new employees who have not heard about scholarship opportunities, mentorship programs, or health benefits. Use straightforward language and eye-catching graphics to make them appealing. Provide opportunities to revisit benefits and resources throughout the year, not only during open enrollment or orientation.
Implement organizational decisions that are diversely informed.
Top-down decisions often unintentionally leave out the perspectives of people not represented at the table. Inclusion should be an integral part of decision-making, as it brings diverse perspectives and expertise to the table. An inclusive decision-making process will reduce future headaches due to employee dissatisfaction, and will also set a healthy precedent that encourages employees to advocate for themselves and their teams, while also inspiring new ideas.
If you’re not already investing in inclusion, you should make it a top priority for the new year—not just for the well-being of your employees, but because the return on investment from happier employees will be seen in reduced absenteeism, better relationships internally and externally, and reduced healthcare costs.
It’s a win-win situation!