How to Create an Inclusive Working Environment: A HubGem Perspective

An inclusive workplace is more than just a buzzword; at HubGem we believe that it’s the cornerstone of a thriving organisation, fostering innovation, boosting morale and driving business success – in the right way!

What is an Inclusive Workplace?

An inclusive workplace is one where every member feels heard, valued and empowered to reach their full potential, regardless of their background, identity, or perspective. It's a place where differences are celebrated, and everyone has the opportunity to contribute their unique talents and ideas to create something truly special.

What are the Characteristics of an Inclusive Workplace?

You can use the following headings to inform your Equity, Diversity and Inclusion Strategy-

1. Strong Leadership Commitment:

   • Leading by Example: Leaders modelling inclusive behaviour, actively promoting diversity and inclusion, and holding themselves and others accountable.
   • Setting Clear Expectations: Establishing clear expectations for inclusive behaviour and integrating them into performance reviews and goal-setting.
   • Allocating Resources: Investing in training and leadership programmes that support an inclusive culture, covering topics such as unconscious bias, cultural sensitivity, and inclusive leadership practices. Invest In initiatives that contribute and align with a positive culture and your organisational values.

2. Diverse and Inclusive Recruitment Practices:

   • Expanding Your Talent Pool: Using diverse job boards and recruitment strategies to attract a wider range of candidates. Consider remote/hybrid vacancies, expanding reach to wider geographical areas.
   • Bias-Free Hiring: Implement bias-free hiring practices such as blind application/CV reviews, structured interviews and a diverse interview panel to ensure fair and equitable selection processes.
   • Inclusive Interviewing: Conduct interviews that are inclusive and assess candidates based on their skills and experience using standardised scoring systems, avoiding stereotypes.

3. Employee Resource Groups:

   • Fostering Belonging: ERGs provide a safe space for employees to connect with others who share similar backgrounds or experiences.
   • Amplifying Voices: ERGs can help to amplify the voices of underrepresented groups and drive positive change.
   • Building Community: ERGs can build a strong sense of community and belonging within the organisation.

4. Inclusive Communication:

   • Active Listening: Encourage open and honest communication by actively listening to employees' concerns and feedback at all levels.
   • Inclusive Language: Use inclusive language that avoids stereotypes and biases. Offer inclusive language guidelines to promote respectful and equitable communication.
   • Effective Feedback: Gain ongoing feedback from all roles within the organisation, valuing these equally regardless of position. Provide constructive feedback that is specific, actionable, and respectful.

5. Flexible Work Arrangements:

   • Accommodating Diverse Needs: Offer flexible work arrangements to accommodate the diverse needs of employees, such as remote work, flexible hours, or compressed workweeks.
   • Promoting Work-Life Balance: Encourage a healthy work-life balance and wellbeing practices in all areas of the organisation to reduce stress and improve job satisfaction.
     
     

Final Top Tips:

• Equity, Diversity and Inclusion (EDI) Strategy: Regularly assess your EDI strategy to ensure this continues to meet the needs of your team and make adjustments as needed. Don’t be afraid to send out EDI team surveys to inform your strategy and keep your efforts on the right track.
• Celebrate Diversity: Highlight and celebrate the diverse backgrounds and perspectives of your employees. Encourage employees to put key EDI dates in the team calendar and celebrate these together. Encourage individuals to educate the wider team on events and cultural celebrations that are important to them and promote under-represented groups.
• Data-Driven Approach: Use EDI data to measure your progress and identify areas for improvement as part of your wider EDI strategy.
• Employee Recognition Programs: Recognise and reward employees for their contributions to a positive culture and their commitment to diversity and inclusion.

At HubGem, we have a huge focus on nurturing our culture and remain committed to creating a workplace where everyone feels valued and empowered to be themselves. Click on the link below to learn more about our culture and hear from our team!

"I'm proud to be building a company from the ground up that prioritises company culture, we want to be a fun, flexible, inclusive and collaborative team and create a working environment in which our team and clients can thrive. As an employer I am dedicated to keeping the wellbeing and happiness of my employees front of mind as we grow, with flexible working, an emphasis on work life balance and making sure that every member of the team feels heard"

- Gemma, CEO and Founder

By prioritising diversity, equity, and inclusion, together we can create more vibrant, innovative, and successful workplaces, where everyone has the opportunity to thrive!

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