[This week’s blog comes from Tabatha McIntyre, our Director of Marketing & Partnerships.]
I’m not an HR executive – but as a leader, I believe we have the obligation of creating an inclusive workplace that allows every member of our organization to arrive to work as their truest self. I believe employees also believe that – but is that how they feel?
Every morning commute, I board the train, look around, and see tired, burnt-out people who appear uninspired to arrive to work. My evening commutes are worse. They look beaten and exhausted from the day they just endured.
Do these people feel like their truest self? Do they bring their best self to work?
When employees know their opinions and abilities matter, they feel they can show up, are heard, and belong in the conversation. When we connect and come together, we drive stronger results. When your team members don’t feel they have a spot at the table and can’t speak up, you’re not allowing them to arrive to work as their truest self.
An inclusive workplace means every employee holds the right to show up as their truest self and is valued for – without exception – who they are and how they can support the organization.
In our ever-demanding world, we need to understand that life happens. Giving support and providing accommodations to work from home or under flexible hours allows employees to arrive to work believing they’re valued. We live in a connected world. It doesn’t matter where they sit – it matters if you’ve allowed them to sit.
Of course, inclusion means many more things that we as employers and leaders need to embrace. To me? It’s being understanding, listening, connecting, cultivating acceptance, establishing trust, and creating a workplace where each person feels safe, contributes, and succeeds.
It’s time for us leaders to ask: What can I do so you can be your truest self?
How are you driving inclusion at your workplace?