To find success in promoting diversity and inclusion into the workplace, it is important to be willing to change the work culture as well. Here are examples of ways that employers can adjust the work culture in a way that effectively includes diversity and inclusion into the workforce.

Understand Common Workplace Friction
Before an employer can decipher what is diversity-prone and not inclusive it requires an understanding of what would be able to cause these problems. Videos, books, and most of all in-person communication is the best way to recognize the problems and their solutions.

Educate on Unconscious Bias
Not all offenders of diversity and inclusion are intentional in their actions. Some find their biasness unintentionally through mob mentality or lack of education on the matter. By not only researching unconscious bias in the workplace, but also educating fellow colleagues, employers and employees alike can learn how to better avoid those scenarios and ultimately improve the surrounding work culture.

Acknowledge Cultural Differences
The first steps in accepting others are accepting their differences and respecting their cultures. Whether its meaningful memorabilia, unique attire, interesting music choices, or anything else – it is important to not belittle those that partake in there national or religious culture. Celebrating cultural holidays and things of that nature actively helps make people feel more recognized and included if there is equal, within reason, emphasis on all cultures in attendance.

Make Participation Easy
Without participation, individuals can feel lost, outcasted, and unsatisfied with their employees and employers. Switching up individuals in typical groups and hosting entertaining events can naturally promote mingling of otherwise excluded employees. Paving ways for people to go to events, discussions, and resource areas encourages inclusion while elevating the workplace comradery experience.

Encourage Feedback
Feedback is important in nearly every workplace of every kind. Without feedback authorities can very easily overlook issues that they may not have been aware of. Anonymous feedback encourages more critical analysis, while group feedback builds amongst participants to focus on more detailed points while coming to recognize new ones.

Reform Policies
Once diversity and inclusion are researched, activated, and refined, it is vital that companies must revisit company policies and reform anything that goes against the new progressive agenda. A workplace that encourages change, but not put into writing themselves can be found as hypocrites – damaging the company’s appearance both inside the workplace and out.

Analyze Progress
Always analyze progress. Every successful company, person, team, and army can look back at their progress and see what worked best and what didn’t work at all. Building upon what brings about the most positive change will develop an inclusive and diverse workplace that will last.