Adding nursing rooms for mothers, mediation or universal prayer rooms and gender neutral bathrooms are examples of simple but impactful ways that companies have helped foster inclusivity. But this should really start by consulting employees on what would be meaningful to them which in turn can create additional ideas and creates a sense of belonging. Finding meaningful ways to show workers that diversity is a strength and not a set back can motivate them to be their true selves and give their best at work.
So what else can leaders do to create a more inclusive and positive environment?
Be purposeful - include others who see things differently which in turn will identify their own unconscious bias.
Move beyond training - its important but not a silver bullet and can sometimes be seen as a box ticking exercise. Proactive measures and ongoing internal discussions to ensure resonance.
Measure 'Thanks' in real time - formal recognition programmes if aligned to company values can be powerful in mitigating unconscious bias.
Democratise recognition - removing the hierarchy from performance feedback and taking a 360 approach empowers everyone in the organisation.
'...creating an inclusive workplace culture really begins by actively soliciting feedback from employees about how the company can improve diversity and inclusivity throughout the organization, which may also spark additional ideas and simultaneously strengthen a sense of belonging among employees.