Championing Inclusion in the Workplace
In today's increasingly diverse workforce, promoting inclusion is not just a corporate responsibility—it's a personal one. For young women navigating their careers, taking proactive steps to champion diversity and uplift one another can lead to a more equitable and supportive workplace for everyone. This article will provide practical strategies for fostering inclusion, leveraging employee resource groups (ERGs), creating opportunities to champion diversity, and building a workplace culture that values and celebrates diversity.
1. Understand the Importance of Inclusion
Inclusion in the workplace goes beyond mere representation; it’s about creating an environment where all individuals feel valued, respected, and able to contribute their unique perspectives. For young women, advocating for inclusion can lead to greater innovation, collaboration, and a more positive workplace culture.
Why Inclusion Matters: A diverse and inclusive workplace benefits everyone. Research shows that companies with diverse teams are more innovative and perform better financially. However, inclusion also has a profound impact on employee satisfaction and retention. When people feel included, they are more likely to stay with the company, be engaged in their work, and contribute their best ideas.
2. Leverage Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) are powerful tools for promoting diversity and inclusion within an organization. These groups, often formed around shared characteristics or interests, provide a platform for employees to connect, support one another, and drive positive change.
Join or Start an ERG: If your company has ERGs, consider joining one that aligns with your identity or interests. These groups offer a sense of community and can be a great way to meet like-minded colleagues. If your company doesn't have an ERG that reflects your interests, take the initiative to start one. By doing so, you can create a space for others to come together and advocate for shared goals.
Use ERGs to Drive Change: ERGs can be more than just social groups—they can also be catalysts for change within the company. Use your ERG to organize events, workshops, or discussions that raise awareness about inclusion and diversity issues. Collaborate with leadership to implement policies or initiatives that promote a more inclusive workplace.
Mentorship and Support: ERGs are also a valuable resource for mentorship and support. By connecting with others through an ERG, you can find mentors who understand your experiences and can offer guidance. Additionally, you can mentor others, helping to uplift the next generation of women in your workplace.
3. Create Opportunities to Champion Diversity
If you identify a disparity in diversity or inclusion within your workplace, don’t hesitate to create avenues to address it. Proactively seeking out opportunities to champion diversity can lead to meaningful and lasting change.
Identify Opportunities for Impact: Look for ways where you can make a difference. For example, since college, I've been a volunteer with the organization Dress for Success, which empowers women to achieve economic independence by providing a network of support, professional attire, and development tools. When our office-wide "Day of Service" volunteering day occurred in the fall, I saw an opportunity to create a partnership between McKinsey and Dress for Success. I contacted the organization to see if there were opportunities for our team to volunteer. This initiative led to a successful collaboration that still continues today, providing our colleagues with a chance to contribute to a cause that aligns with our values.
Build Partnerships: Just as I facilitated a partnership with Dress for Success, you can reach out to organizations that champion diversity and inclusion, and propose collaborations with your company. By building these partnerships, you can create new opportunities for your colleagues to get involved and make a positive impact in the community.
Lead Initiatives: Don’t be afraid to take the lead in creating initiatives that promote diversity and inclusion. Whether it’s organizing a company-wide event, leading a diversity-focused project, or advocating for new policies, your efforts can drive significant change.
4. Be an Ally to Others
Promoting inclusion isn't just about advocating for yourself—it's also about being an ally to others. By supporting your colleagues, especially those from marginalized groups, you can help create a more inclusive environment for everyone.
Listen and Learn: Being an ally starts with listening. Take the time to learn about the experiences of your colleagues, particularly those who may face challenges due to their race, gender, sexual orientation, or other aspects of their identity. Understanding their perspectives is the first step toward being a supportive ally.
Speak Up: When you witness exclusionary behavior or bias, don’t be afraid to speak up. Whether it's in a meeting, during a conversation, or in the broader workplace culture, use your voice to challenge discriminatory practices and advocate for inclusivity. This might involve calling out microaggressions, questioning biased assumptions, or supporting inclusive policies.
Amplify Diverse Voices: In meetings and discussions, make an effort to amplify the voices of those who might otherwise go unheard. If a colleague's idea is overlooked, reiterate and support it. If someone is interrupted, redirect the conversation back to them. By amplifying diverse voices, you can help ensure that everyone's contributions are valued.
5. Uplift and Support Other Women
As young women, it’s crucial to uplift and support one another in the workplace. By building a network of strong, supportive relationships, you can create a more empowering and inclusive environment.
Mentorship and Sponsorship: Seek out opportunities to mentor other women in your workplace. Whether it's offering advice, sharing your experiences, or advocating for their advancement, mentorship is a powerful way to uplift others. Additionally, consider becoming a sponsor—a more active role where you use your influence to help other women advance in their careers.
Collaborate, Don’t Compete: In a competitive workplace, it can be easy to fall into the trap of seeing other women as rivals. However, collaboration is far more effective than competition. By working together, sharing resources, and celebrating each other's successes, you can build a stronger, more supportive community of women in your workplace.
Celebrate Diversity: Make it a point to celebrate the diverse backgrounds, skills, and perspectives of the women around you. Whether it's acknowledging cultural differences, recognizing unique talents, or simply appreciating different viewpoints, celebrating diversity fosters a more inclusive and welcoming environment.
6. Advocate for Inclusive Policies and Address Unconscious Bias
Creating a truly inclusive workplace requires more than individual actions—it also requires systemic change. Advocate for policies and practices within your organization that promote inclusion and equity.
Unconscious Bias Training: During my internship at Morgan Stanley, I was tasked with pioneering a division-wide unconscious bias training program. This was a significant responsibility, and I knew that addressing unconscious bias was essential to creating a more inclusive environment. I collaborated with a vendor who used actors to demonstrate examples of what unconscious bias could look like, drawing from both industry-wide scenarios and real-life examples gathered from the company-wide employee engagement survey. This approach allowed us to create a training program that was not only impactful but also relatable to our colleagues. It opened up conversations about how unconscious biases can manifest in everyday interactions and how we can actively work to mitigate them.
Push for Diverse Hiring Practices: One of the most effective ways to promote diversity is by advocating for inclusive hiring practices. This might involve pushing for diverse candidate pools, participating in recruitment efforts aimed at underrepresented groups, or ensuring that interview panels reflect the diversity of the company.
Support Work-Life Balance: Advocate for policies that support work-life balance, such as flexible working arrangements, parental leave, and mental health support. These policies are particularly important for women, who often face additional challenges in balancing work and personal responsibilities.
Promote Continuous Learning: Encourage your company to invest in diversity and inclusion training for all employees. This can help raise awareness about unconscious bias, cultural competence, and inclusive practices. Continuous learning is key to creating a workplace culture that values and respects diversity.