In 2014, more than 1,500 employees from Germany, Australia, China, India, Mexico and the United States were surveyed by Catalyst on ‘inclusion at work’. The study, reported by Forbes, revealed that employees, both men and women, who felt included at work were more likely to suggest new product ideas and ways of getting work done. They were also more likely to contribute discretionary effort, working above and beyond what was expected.

Catalyst defined ‘inclusion’ as when employees perceived they were both similar to and distinct from their co-workers. ‘Belongingness’ and ‘uniqueness’ were key ingredients for inclusion in most countries, meaning that people wanted to stand out from the crowd … but not too much.

An inclusive culture, the study found, was one which led to employees feeling valued as individuals for their unique talents and experience while still experiencing a team spirit based on common goals and attributes. This led to improved team productivity and innovation.

The great thing about inclusiveness is that it is so easy to do. Leaders don’t need to read books or attend courses in order to foster inclusion. All they really need is the right intent.

Below are some very simple techniques that go a long way to better including others. Some will definitely feel familiar to you; you are likely using some of them already. Nevertheless, we share them as simple reminders of how easy it is to include someone by building belonging and recognising uniqueness.

Which of these are part of your daily practice now? Which could you adopt as soon as you finish reading this? Which might take a bit more courage or commitment?

  • Say hello or good morning (while making eye contact) as you arrive at work.
  • Wave to someone through a window into an office.
  • Be present. Give your undivided attention to people as they speak to you, rather than sharing your attention while you continue to check your email or try to listen and type at the same time.
  • Leave a note of thanks, appreciation or recognition on someone’s desk.
  • Shake hands (if culturally appropriate) with everyone in a group.
  • Use inclusive gestures such as spreading your arms out wide when speaking to a group.
  • Using inclusive language such as “we” when describing your organisation.
  • Sit down with someone to specifically ask for their ideas and thoughts.
  • Pay genuine attention to someone else’s development and ask how you can support them.
  • Recognise the skills and talents of others in ways that work for them.
  • Give positive feedback to someone on the contribution they are making.

You might even broaden your approach, doing your bit to promote inclusion within your community:

  • Ask someone looking at a map if you can assist.
  • Learn some basic phrases in another language as a support to others.
  • Build capability in the whole area of inclusion through participation in local programs such as Opening Doors.
  • Attend a Welcome Dinner or offer to host one. (We mentioned the Welcome Dinner Project in last month’s blog post.)

We would love to hear about your inclusion techniques and encourage you to share these with others. It would also be great to hear your stories of being included or including others and the effect this had. What happened and how did it make you feel?