The inclusion imperative: Essential pillars to creating a fully inclusive company culture
- 4 Min Read
Since the beginning of the decade, the business landscape has seen an increase in the importance of culture, values, and inclusivity as defining factors that influence organizational stability, performance, and growth. Businesses that prioritize these workplace components not only create a constructive and productive work environment, but they also have higher employee engagement, retention, profit, […]
Since the beginning of the decade, the business landscape has seen an increase in the importance of culture, values, and inclusivity as defining factors that influence organizational stability, performance, and growth. Businesses that prioritize these workplace components not only create a constructive and productive work environment, but they also have higher employee engagement, retention, profit, and growth.
My book Humane Capital delves deeper into the eight fundamental pillars that build a culture that values people, purpose, and performance. These eight pillars serve as a framework for senior leaders to create a workplace culture that empowers people and eliminates the antiquated command-and-control attitude of the twentieth-century workplace.
The 8 key pillars
Mindset of leaders and employees
The mindset of leaders and employees plays a critical role in shaping the culture of the workplace. Leaders who prioritize people over profits and create an environment of trust and psychological safety inspire their employees to do the same. Employees who have a growth mindset, are open to feedback, and embrace change are more likely to adapt to new challenges and contribute to the success of the organization.
Motivation is the key to creating a workplace culture that values people and their potential. Leaders who provide meaningful work, recognition, and opportunities for growth and development inspire their employees to be motivated and engaged in their job. Employees who are motivated are more likely to go above and beyond their job description, collaborate with their peers, and innovate.
Organizations that have a higher purpose beyond making profits inspire their employees to work towards a common goal that is greater than themselves. Leaders who communicate their organization’s purpose and connect it to the work that employees do create a sense of meaning and fulfillment. Employees who feel that their work contributes to a greater purpose are more likely to be engaged, committed, and productive.
Values and their alignment
Values define the norms and behaviors that are expected in an organization. Leaders who prioritize values and ensure that they are aligned with the organization’s purpose and goals create a culture of integrity and ethical behavior. Employees who share and embody these values are more likely to work collaboratively, make decisions that are in the best interest of the organization, and build strong relationships with their peers.
Aligning of people and systems
Aligning people and systems is essential to creating a culture that values people and their potential. Leaders who ensure that their systems and processes support their people create an environment that is conducive to productivity, growth, and innovation. Employees who have the right tools, resources, and support are more likely to be productive, efficient, and satisfied with their work.
Self-organization of employees in communities
Self-organization of employees in communities fosters a sense of autonomy, empowerment, and collaboration. Leaders who encourage employees to self-organize in communities around shared interests or projects create a culture that values creativity, innovation, and cross-functional collaboration. Employees who have the opportunity of working with colleagues from different areas of the organization are more likely to learn new skills, generate new ideas, and build stronger relationships.
A caring ethos is essential to creating a culture that values people and their potential. Leaders who prioritize employee well-being, work-life balance, and mental health create an environment that is supportive and nurturing. Employees who feel cared for are more likely to be loyal, productive, and engaged in their work.
Organizational learning processes
Organizational learning processes are essential to creating a culture that values people and their potential. Leaders who prioritize continuous learning and development create an environment that fosters growth, innovation, and progress. Employees who have the opportunity to learn and develop new skills are more likely to be engaged, motivated, and committed to their work.
In conclusion, establishing an inclusive workplace culture demands continuous commitment, focus, and a genuine aspiration to establish a thriving and efficient workplace. The eight pillars outlined in this article offer a roadmap and blueprint for leaders to cultivate a culture that values each person and their abilities.
As we move further into the 21st century, companies will need to create a workplace culture that embraces these values to survive, thrive and exceed. By integrating these eight pillars into your organization, you can expedite your progress toward a workplace that is more inclusive and understanding for everyone.
Vlatka Ariaana Hlupic is Professor of Leadership and Management at Hult International Business School (Ashridge) and founder and CEO of Management Shift Solutions Limited.