Okay, so we’ve talked about inclusivity and bias, not it’s time to take those conversations and put them to use. It’s so important that you strive to be a more inclusive environment and we’re here to help. Below, you can find 5 Ways You Can Be More Inclusive. But first, let’s review for a bit shall we? For the purpose of the introduction to this blog, we’re going to take you back to our original inclusivity blog where we originally answered the questions “What is Inclusivity?” and “Why does it Matter?” Check out our segments below on these issues.

What is Inclusivity?

Many times, inclusion and diversity are lumped together as one interchangeable term, and while it is easy to understand why this happens - it’s a mistake. Over the past month we have begun the conversation of “what does inclusion mean?” and “what does diversity mean?”

Why, you ask? The answer is simple - it is impossible to fix an issue or even understand it if you do not first know its meaning or origin. On a basic level, diversity is easy to measure, inclusivity isn’t.

Diversity is something a company or employer can keep stats on or monitor. Inclusivity is a feeling, it’s a mindset...a way of office life. It’s not something you can judge by the number of racially diverse or disabled people in the office. It’s how you act, the way you speak, and the way that you think. It’s your demeanor. It is embedded in office culture, something that can’t easily be analyzed or tracked by analytics reports. It’s so much deeper than diversity. That’s what makes inclusion tough, though. It can’t be measured, so at times, there’s no way to know if your inclusive efforts are actually working or making a difference. Sure, you may feel inclusive and never intentionally discriminate, but you’d be surprised how many tiny micro-aggressive, discriminatory comments, quotes, and mindsets there are and how many different people they affect.

-”What is Inclusivity and Why Does it Matter?”

Why does it Matter?

Okay, time to get psychological with you. Believe it or not there are multiple forms of “bias”. If you’re familiar at all with what exactly a bias is, then you know it’s an inclination or, for lack of a better word, prejudice against a person, place, or thing. Let’s get one thing clear: bias isn’t always a bad thing! Your bias can cause you to stay away from threatening people or places and can even help dictate your diet or exercise routine to help you stay healthy. However, when a bias becomes a problem is when discrimination begins. An example of a negative bias are stereotypes. Because of something you read, saw on TV, or were told by someone you trust, you can shift your bias. This can negatively affect people of certain races, ethnicities, backgrounds, etc. For the purpose of this blog though, we’re focusing on what’s known as your natural bias. This particular bias is typically passive and is one that is innate. It is something that is born in you, not something you are actively aware of or practice. Which is why this form of bias is so particularly dangerous - it’s subconscious. It’s not something you’re practicing on a daily basis - it’s natural.

The natural bias is something that can greatly hinder those crucial diversity and inclusivity efforts in the office. And, the worst part? You might not even realize it until it’s too late…

Most of the way we judge, think, hire, etc. is based off of what’s known as our “Natural Bias”. Basically, this bias is based on your natural inclinations towards someone or something which predetermine your opinion or bias of them. It’s something you are completely unaware of and is something that is more than likely born in you. Because of this, we don’t think that we’re being discriminatory or exclusive, and if we are, it’s something we address after-the-fact. We aren’t preventing discrimination or exclusion...we’re just cleaning up the mess afterwards. One side-effect of natural bias are those micro-aggressive tendencies we mentioned earlier.

-”What is Inclusivity and Why Does it Matter?” and “5 Guidelines For HR Managers to Check Their Bias When Hiring.”

Now that you’re all caught up, let’s dive into 5 Ways You Can be More Inclusive

5 Ways You Can be More Inclusive

1. Recognize Your Bias- Listen, this one is tough, but important. Before you can improve your inclusivity efforts, you must look at yourself in the mirror and come to terms with your natural bias… Once you realize what your bias is, what is the “norm” to you, and where you can improve, then you’re going to be able to improve those D&I initiatives.

2. Amplify More Voices- Whether you’re on social media, run a blog, or share some sort of content on a regular basis, it’s important to amplify and share more than one voice. Utilize your team! Hear their stories, learn their skills, let them be heard. At ApplicantOne one way we’re doing this with our own team is through our Testimony series. We’re approaching one employee a month and asking for their story to share with our blog! It’s a great way to promote more of your team and for you to learn more about those you work with!

3. Promote Accessibility- This is major. You must promote an accessible, flexible working environment these days. Whether you’re offering remote work, multiple channels of communication, or even having an elevator or wheelchair ramp - there are a number of ways in which you can improve the accessibility within your office.

4. Be Mindful in Your Communication- This is another way you can check your bias and be more inclusive. Check the ways in which you communicate with your team. Be mindful in the tone of your voice, what you say, and how it’s directed. Forbes shared a great blog on how to communicate mindfully in 2018. Here’s a great quote from them before you go check out the full blog: “One of the competencies of emotional intelligence is interpersonal communication. Stepping up this skill is about a desire to genuinely connect with another. If you lack interpersonal skills, the key is to become more mindful. Mindfulness is a skill that can be developed -- it's a daily discipline. It's about mental awareness and being present in the moment. When it comes to mindful communication, we are aware of the choices we are making and of our thinking and reasoning.” If you feel as though you’re struggling with mindful communication, check out their blog and make that something you practice and work towards as a part of your daily routine.

5. Be Open-Minded- This is crucial when it comes to being inclusive: be open-minded! Aside from mindfulness, being open-minded can only work in your favor. When you work in an office you come in contact with a multitude of employees and co-workers that are the polar opposite of you. And guess what? That’s okay and that’s one of the great parts about working in an office. Meeting new people and learning new things is one of the many “pluses” in life. So, when meeting these people, especially the ones that you may perceive as “different”, consider them, their life, and their talents with an open-mind. Just because someone doesn’t fit your mold, doesn’t mean they need to be pushed aside.

After reading this…How do you feel about your Inclusivity initiatives and efforts? Do they need improvement? Let us know! We hope you’re enjoying our inclusivity series so far and can’t wait to engage with you!