Inclusive Matters enables companies to build strong inclusive workplace strategies.

For international companies, inclusion is the secret sauce to engaging with the various demographics (ie, diversities) of the organization.

Companies that build inclusion tap into a wealth of perspectives, driving innovation, productivity, and a competitive edge.

Prioritizing inclusion efforts is key to attracting and retaining top talent, improving decision-making, and better serving a diverse customer base.

Authority Magazine featured Inclusive Matters to discuss how to make companies more inclusive.

 

Build an inclusive workplace strategy into your business

1. Leadership Involvement 

Visible and accessible senior leaders send a powerful message.
They can actively demonstrate their commitment to inclusion.
When leaders prioritize and engage in Diversity & Inclusion principles, it cascades through the company culture.
The noticeable leadership engagement motivates employees at all levels to act in line with the leadership.

2. Embedding Inclusion into Company Values 

Integrating D&I into every aspect of company operations is a sign that D&I is a company culture.
When inclusion becomes ingrained in values, employees understand its fundamental role in everything they do.
Diversity will not be an agenda- pushed off to HR.
Companies that have D&I as value are much further along  in their journey towards diverse representation across the business.

3. A Cohesive D&I Roadmap Drives Accountability and Progress

“Tell me how you will measure me, and I will show you how I perform”
Clear, measurable goals drive accountability and progress.
A cohesive D&I roadmap ensures actions have tangible outcomes, not just well-intentioned gestures.
By aligning D&I initiatives with broader business objectives, companies can track progress and improve inclusivity efforts continuously.

4. Shared Responsibility Reinforces Inclusion as Mission-Critical

 

5. Acts Of Inclusion

Using influence to amplify diverse voices and perspectives has a significant cultural impact.
We call them Acts Of Inclusion.

These are the small gestures & behaviors you can use to invite and welcome a person, and their perspectives, into your environment.

Whether it’s ensuring diverse representation in decision-making processes or actively listening to and valuing different viewpoints, every action contributes to building a more inclusive workplace.

By recognizing the importance of these small acts, organizations can create an environment where everyone feels empowered to contribute their unique perspectives.

 

Conclusion

Making inclusion non-negotiable isn’t just about ticking boxes. It’s about unlocking competitive advantages, fostering psychological safety, and treating people with dignity and respect.

By following these five tips and prioritizing inclusion efforts, companies can create a workplace where diversity is celebrated, innovation thrives, and everyone feels valued and included.

 

Inclusive Matters:  Turn your D&I efforts into measurable business results.

 

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