A Beginner's Guide to Inclusion - Business Setting Version

In previous posts, we discussed how to start developing and maintaining an inclusive space in whichever field you specialize in. We want to reiterate that you don't have to be an expert on strategies and different techniques when focusing on diversity, equity, and inclusion goals. This week's featured blog post will focus on developing and maintaining an inclusive space in the business world. This post will revisit the four guidelines and how to implement them in the business setting.

1. Materials in Different Formats. Just like in teaching in an academic space, one size does not fit all when teaching and learning new policies, procedures, and techniques required for the employees' roles. Learners of all ages, backgrounds, and experiences learn in different ways. For example, if you are a trainer, lecturing and providing a presentation may work for some new or current employees, but not all the time. For example, developing a training course or an interactive module can be beneficial in selecting the correct option, and becoming familiar with navigation in order for them to meet performance goals. Providing required and supplemental learning materials in various formats, such as videos and infographics, can be benefical as well for successfully completing job tasks.

2. Provide Constructive and Positive Feedback. How feedback is presented to colleagues and employees is very important. A key thing to remember is not to focus on the negatives first, most of the time. This can lead to a lack of motivation, a decrease in morale, and a decrease in the sense of belonging and feeling included. Instead, focus on what they have done well. Speak to their strengths and how they can use them to improve in areas of opportunity. This can assist in their self-esteem, perception of self, and increased motivation, emotional intelligence, and confidence in the workspace and social interactions.

3. Be Supportive. As a leader, being supportive of others, regardless of whether they are new to the professional space or have been involved for years, can mean so much to others. Ask others what their goals are and what they're interested in, and provide suggestions to help them achieve their personal/academic/professional goals. You can also provide mentorship to assist with accountability and developing and achieving attainable goals. Not only can you provide mentorship, you can collaborate with business partners to improve the training and learning experience for, in most cases, a successful outcome and experience.

4. Tying it all together, the previous three suggestions provide encouragement and engagement from peers, colleagues, and employees. By encouraging others, keeping them engaged by providing learning materials of different styles, providing support and mentorship, and utilizing strength-based coaching to help improve areas of opportunity, there is a greater sense of belonging and feeling included in the space.

We hope this "Beginner's Guide to Inclusion" focusing on the business setting has sparked some ideas! Stay tuned for using these strategies and techniques in additional spaces.

The Jade Research Lab Team

If you would like to talk more or schedule a free consultation or equity/inclusion audit, please contact us at contact@jaderesearchlab.org or jaderesearchlab.org.