Hi there and welcome. It’s Kerstin Jatho here from 4Seeds Consulting, a transformational coach who shifts people from languishing to flourishing. In this video, I want to talk to you about how to create an inclusive workplace.
Right now, we have a lot of CEOs thinking and discussing how they can create a more inclusive workplace. But the thinking isn’t enough, we need action. So, as they say, talk is cheap. We need action here. And to create an inclusive work environment, two things become paramount. Again, what is that for your organisation? What is an inclusive work environment? How do you make sure that every single person in your organisation feels part of this organisation, is proud of this organisation, feels that they are connected to the values, the purpose, and the mission? That is what it’s about.
However, to create an inclusive work environment takes a lot of work, and you can do it two ways, either internally or externally. In the sense that if you do it internally, you would have to appoint an individual or perhaps a group of people who focus on this as part of their normal day-to-day job.
It’s not something that they can do as and when they have the time. It becomes something that is a full-time task for them to continuously check and realign. How are we doing with it? And I don’t think many organisations have internal employees to sacrifice, to put energy and time in that.
The second one is you can use an external person to do it. And there, it’s perhaps more expensive, but the better option. And the reason is that an external person is neutral. They do not have the internal politics and connection or attachment to the organisation. So, they do bring in a level of independence. They have the time because you are paying them for it. So, they will have the time to focus on it.
They will hold you accountable and they will have the know-how, whereas an individual person might have to acquire all of that. So, going the external route is often the better and wiser and cost-effective way of building an inclusive working environment.
Either approach, if you’re doing it internally or externally, requires time, because you’re working with human beings, and you are asking them to change behaviour. Because inclusivity means changing behaviour, and people aren’t machines who just, by the switch of something, behave differently. It’s a continuous process, which takes a lot of patience and a continuous repeat process.
However, if you want to survive in this hybrid virtual working place, then inclusivity becomes one of your key successes to focus on.
Over to you for sharing your comments and experiences.
Share with us how your company promotes inclusivity in the workplace.
About the Author: Kerstin Jatho
Kerstin is the senior transformational coach and team development facilitator for 4Seeds Consulting. She is also the author of Growing Butterfly Wings, a book on applying positive psychology principles during a lengthy recovery. Her passion is to develop people-centred organisations where people thrive and achieve their potential in the workplace. You can find Kerstin on LinkedIn, Soundcloud, YouTube and Facebook.
