As we gear up for National Inclusion Week that takes place 23rd – 29th September, rediscovering the transformative benefits of inclusion has never been more vital. In recent years, Diversity, Equity, and Inclusion (DEI) have become true battlegrounds for ideological conflicts, often overshadowing the true purpose of these initiatives. In an era where Diversity and Inclusion are paramount to business success, Inclusion Week offers companies a crucial opportunity to turn rhetoric into reality. But as organisations around the globe recognise the importance of diversity, the challenge remains: how can they truly create inclusive environments that go beyond surface-level commitments and weak DEI agendas? To answer this question, it’s important to understand the nuances of inclusion itself, and explore innovative approaches that drive real and meaningful change.
Too many DEI efforts have been performative, focusing on misunderstood diversity metrics rather than fostering a culture of inclusion where diversity can truly thrive – Paul-Anderson Walsh, CEO and Co-founder at Enolla Consulting.
Despite widespread awareness of the benefits of diversity and inclusion, there remains a significant gap between intention and action. A Deloitte survey revealed that while 94% of executives agreed that a diverse and inclusive workplace is crucial for business success, only 24% of employees felt that their companies had made meaningful progress in this area. This disconnect points to a critical issue: many organisations are stuck in the performative stage of inclusion, where initiatives are launched but not sustained, and diverse voices are invited to the table but not truly heard.
With all of that said and in line with the true purpose of National Inclusion Week—to promote lasting and impactful change—we remind ourselves of the true meaning of inclusion, which goes beyond superficial practices to embrace diversity in a meaningful and sustainable way across all aspects of the workplace.
Need help getting ready for this year’s Inclusion Week? Keep reading to discover some actions that we think can strengthen your strategy.
The importance of Inclusion Week
Why Inclusion Matters
Inclusion goes beyond having a diverse workforce. It’s about creating an environment where all employees, regardless of their background, ensures everyone has an equal opportunity to participate, contribute, and thrive. When organisations embrace inclusion, they foster a sense of belonging, where individuals feel valued and respected for who they are. This not only enhances individual well-being but also drives creativity, innovation, and overall organisational success. Inclusive environments break down barriers, allowing diverse perspectives to flourish and helping to address systemic inequalities. Ultimately, inclusion is about creating a world where everyone can reach their full potential, contributing to a more just and equitable society.
More often than not, the conversation around Diversity and Inclusion has centered on the moral imperative: doing the right thing for society and employees. However, the business case for inclusion is equally compelling. According to a McKinsey report, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. Similarly, those with ethnic and cultural diversity were 36% more likely to outperform on profitability. These figures underscore that inclusion isn’t just good ethics; it’s good economics.
But profitability is only one piece of the puzzle. Inclusion also fuels innovation, a critical differentiator in today’s competitive landscape. However, this innovation doesn’t emerge from diversity alone; it requires an inclusive environment where diverse perspectives are not only represented but valued and integrated into decision-making processes.
Inclusion Week 2024
National Inclusion Week 2024 is themed “Impact Matters”, and underscores the significance of making a meaningful and measurable difference in Inclusion and Diversity (I&D) initiatives within organisations. It’s all about not just taking action but ensuring that these actions translate into sustainable, positive change.
Following last year’s theme, “Take Action Make Impact”, which focused on initiating efforts, 2024 shifts the spotlight towards developing an impact mindset. To do that, organisations are encouraged to deeply reflect on how their actions influence marginalised groups, contribute to business success, and shape overall workplace culture. It’s a call to action that goes beyond surface-level engagement, urging a strategic approach to ensure that I&D efforts are both impactful and enduring.
Organisations participating in National Inclusion Week are also encouraged to adopt a data-driven approach to assess the effectiveness of their initiatives. Measuring impact through data helps to not only evaluate success but also to identify areas for improvement. Strategic thinking about the effects of actions on various demographic groups is crucial, as is considering the intersectionality of inclusion approaches. By examining how different aspects of identity intersect, organisations can better tailor their strategies to address the nuanced needs of their workforce.
Click here if you want to know more about the initiative.
Driving inclusion from the top down and bottom up
As you probably already know, leadership plays a pivotal role in driving inclusion. A study by McKinsey that analysed indicators of diverse representation and leadership accountability in Inclusion and Diversity (I&D) revealed significant “pain points” in employee experiences across these indicators.
Notably, leadership and accountability in I&D were mentioned the most frequently and had a strong negative sentiment. On average, 51% of the total mentions were about leadership, with 56% of those comments expressing negative views. This highlights a significant gap between leadership and the expectations employees have for fostering inclusive workplaces. To address this, companies must ensure that inclusion is a key component of leadership evaluations and performance metrics. Moreover, inclusion should be embedded in the company’s core values and reflected in everyday decision-making, from hiring practices to product development.
Having said that, inclusion cannot be solely driven from the top. Empowering employees at all levels to take ownership of inclusion is equally important. This can be achieved through initiatives like Employee Resource Groups (ERGs), mentorship programs, and inclusive leadership training that equips managers with the skills to support diverse teams.
Now that we’ve explored the importance of DEI initiatives, let’s dive into some practical initiatives you can take for your strategy during Inclusion Week ahead.
Practical steps for an impactful Inclusion Week
Offer Tailored Training and Workshops
Education is at the centre of creating a truly inclusive workplace, and Inclusion Week presents an excellent opportunity to equip your employees with the tools they need to foster inclusivity. By working with a partner to offer tailored workshops, webinars, and e-learning platforms, you can provide your teams with valuable insights on key topics such as inclusive leadership, cultural competence, and bias mitigation.
And what sets these training opportunities apart is the customisation—each session can be tailored to meet the specific needs of various departments and teams, ensuring that employees not only receive general DEI training but also gain practical knowledge relevant to their daily responsibilities. For instance, leadership teams could focus on inclusive decision-making and bias-free recruitment, while customer-facing teams might explore cultural awareness and empathy in service delivery.
Highlight and Support Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) are powerful catalysts for fostering a more inclusive workplace culture. These groups not only provide a safe space for underrepresented employees to connect and share experiences, but they also help shape policies and initiatives that align with diversity, equity, and inclusion (DEI) goals.
Inclusion Week presents a perfect opportunity to elevate the important work of ERGs. By highlighting their achievements and giving them a platform to showcase their initiatives, you empower these groups to grow their membership and expand their influence. This visibility can inspire more employees to join, increasing collaboration and engagement across different teams. Moreover, consider offering additional support, such as resources or funding, to further bolster the efforts of ERGs. Providing them with the necessary tools can enhance their ability to advocate for diverse employee voices and implement meaningful change within the organisation. By investing in ERGs, you not only foster a culture of belonging but also drive innovation and creativity through diverse perspectives.
Review and Revise Inclusive Policies
Consider revisiting your internal structure! Inclusion Week also offers the perfect opportunity to do more than just host events or activities—it’s a chance to reflect on whether your DEI initiatives are truly aligned and up to date. Use this time to review your company’s policies and practices to ensure they promote genuine inclusion. This could involve evaluating recruitment strategies, analysing pay equity, or reassessing flexible work policies. Making thoughtful revisions can help remove barriers that may hinder certain groups from fully participating or advancing within your organisation.
Engage in Community Outreach
Inclusion should extend beyond the workplace into the wider community and also sets a powerful example for your company. You can consider partnering with local organisations that support marginalised communities, through volunteering, fundraising, or offering pro bono services, for example. Community engagement not only reinforces your company’s commitment to social responsibility but also strengthens ties with the communities in which you operate. Additionally, volunteering can also strengthen your team by building a sense of unity and shared purpose.
Sustaining momentum beyond Inclusion Week
Inclusion Week should be a catalyst for long-term change, not just a one-time event. Commit to sustaining the momentum by setting clear goals for ongoing inclusion efforts. Regularly review your progress, celebrate milestones, and remain adaptable to the evolving needs of your workforce. By embedding inclusion into your company culture, you ensure that every employee feels valued and empowered year-round.
By the way, as Inclusion Week concludes, don’t forget to measure the impact of your initiatives. To do that, you can conduct surveys, hold feedback sessions, or use other tools to gather insights from employees. What worked well? What could be improved? Use this feedback to refine your ongoing Diversity and Inclusion strategy, ensuring that it remains relevant and effective.
Don’t have a strategy and want to get started? Partner with a specialist
If your organisation is new to the inclusion journey or struggling to develop an effective strategy, partnering with a specialised consultant, can be a game-changer. As a Human Inclusion Consultancy, we understand the complexities and challenges that come with creating a truly inclusive environment. Whether you’re looking to launch your inclusion efforts during Inclusion Week or to embed long-term change, by partnering with a specialist, you can move beyond the basics and start making a meaningful difference in your organisation.
To support your inclusion efforts, partner with Enolla Consulting for a range of impactful initiatives. Whether you need consulting, facilitation, or keynote presentations, we can help strengthen your inclusion strategy. Additionally, we offer tailored e-learning solutions designed to meet your specific educational needs, providing your employees with a dynamic and engaging learning experience that drives real commitment to the cause.
For a deeper exploration of inclusion’s most challenging topics, don’t miss The Disruptors Webinar Series during Inclusion Week. This series will tackle the tough topics everyone avoids, offering fresh perspectives and real actionable strategies.
Don’t forget to sign up now to join the conversation that sparks meaningful change.
Inclusion Week offers a unique opportunity to reflect, celebrate, and take action towards creating a more inclusive workplace. By empowering every voice, offering tailored training, and engaging in community outreach, companies can make a significant impact not only during the week itself but for the long term. It’s also important for you to remember: it is not just a time to celebrate diversity; it’s an opportunity to critically evaluate and enhance your organisation’s inclusion practices. By leveraging data, embracing innovation, and holding leaders accountable, companies can move beyond traditional approaches and create truly inclusive environments where every employee feels valued and empowered.
Let this week be the start of a deeper, ongoing commitment to fostering an environment where diversity is celebrated, and inclusion is lived every day.
Sources
McKinsey | Diversity Wins: How Inclusion Matters
Inclusive Employers | National Inclusion Week 2024
Delloite | Core beliefs and culture Chairman’s survey findings
WE ARE ENOLLA CONSULTING, A HUMAN INCLUSION CONSULTANCY.
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