Many organizations focus more on ensuring there is workforce diversity than on ensuring there is actual employee inclusion. In an article for Harvard Business Review, Carolyn O’Hara discusses how you can increase employee retention by ensuring everyone on your team feels like an important member:
- Recognize “micro inequities,” which are very slight differences in the way individuals are treated. The example given is that a woman felt excluded because a male colleague only shook hands with other men. Address and correct these inequities when you can.
- Do not diminish the differences between people. If you pretend everyone is the same regardless of gender/ethnicity, they become interchangeable and you do not take advantage of their unique strengths. Likewise, you may not realize when people are being hit with micro inequities.
- Share the leadership spotlight. Give others the chance to manage in little ways, such as rotating who leads a meeting. It is an opportunity for people to be noticed and increase their self-confidence.
- Seek input and feedback from your individual team members, especially in a group setting where the others can see and listen.
- Remember to keep up all of the above ideas over time.
For case studies that illustrate these principles, you can view the original article here: https://hbr.org/2014/08/whos-being-left-out-on-your-team