The presence of a contingent workforce strategy is one of
In a recent piece published on the Forbes platform, Forbes Council Member Ashish Kaushal unpacks the notion of belonging in the workplace.
As the founder of Consciously Unbiased, he is an authority on diversity and inclusion. As such, he has very valuable insights into the creation of a workplace where employees from all walks of life can enjoy a vital sense of belonging. Here are five tactics he recommends:
5 Effective Ways To Cultivate A Sense of Belonging In The Workplace
1. Get C-suite Buy-In By Focusing On Productivity
To drive an initiative to foster a sense of belonging at any business, you need buy-in from up top. C-suite has to support your cause if you want to be successful at implementing it. As such, it helps to make a strong case by referencing productivity statistics among engaged workforces. In the end, happier teams are more productive teams. And more productive teams result in a boosted bottom line.
2. Emphasize That It’s The Right Thing To Do
From there, go on to drive the point home by sharing individual stories; numbers can only do so much. If you really want to make a case for promoting inclusion and belonging in the workplace, you also need to appeal to the emotional side of your decision-makers. The individual stories of employees who have shown growth and benefited personally from an inclusive approach are very helpful in this regard.
3. Put Someone In Charge
Diversity and inclusion will only become a priority if someone is in charge. For it to work, there has to be accountability. As such, the whole initiative should be run like a business, with a person overseeing it and providing feedback to management on progress and any issues that may arise. This way, someone ‘owns’ it, which means it won’t fall by the wayside.
4. Measure Your Success
Knowing how you will measure success is equally important. Decide on your key performance indicators early on, and count them consistently. This way, you will be able to tell whether progress is being made. Similarly, poor statistics will indicate when and where you need to make changes to your approach.
5. Implement Necessary Structures
For diversity and inclusion to really take hold within a company, certain structures need to be put in place. For instance, hiring managers should ideally receive training in this regard. There also have to be firm codes of conduct that apply to the treatment of employees – both full-time and contingent.
Fostering a sense of belonging in the workplace is critical for employee engagement and morale. Start by getting C-suite buy-in by focusing on productivity and emphasizing that it’s the right thing to do. Next, put someone in charge, measure your success, and implement the necessary structures to get full support from the organization.
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