INCLUSIVE CULTURE TIPS

Create a strategy to support employee community groups (also known as employee resource groups or affinity groups) that includes funding and administrative structures.

Encourage and fund opportunities for team events that create new or deeper connections.

Build a social platform for employees to engage with.

Profile employees through new or existing company communication platforms.

Add collaboration skills and others-awareness content and experiences to learning and development curricula. 

Start a regular employee experience survey if you don't already have one.

Hold regular listening sessions for employees.

Direct leaders to have one-on-one connections with employees beyond their direct reports.

Host annual reviews on mission statements and company cultural values that encourage input from all.

Use appreciative inquiry to explore how other organizations approach people and culture.

Treat employee survey results as a compulsion for change.

Communicate intentions, goals and aspirations to the organization.

Review and revisit change initiatives and report regularly on progress.

Share stories of how norms have been challenged and improved, and make continuous review a cultural tenet.

Integrate inclusion topics into all communication forums - examples could be updates on diversity hiring initiatives, community building activities or promoting learning opportunities.

Measure efforts and impact regularly and report out to all employees.

Be transparent about what's working, what's not, and what needs to be addressed.

Make sure the actions are in place to back up words and messaging.