Does Your Workplace Have an Inclusivity Problem?

Pic cred AirFocus on Unsplash

Consider the following questions in the context of your current workplace.  Or if you are currently in a career transition, consider the questions as they relate to a previous work environment.

  1. Is there a publicly posted anti-harassment and non-discrimination policy?
  2. Has the current staff team been trained on the workplace anti-harassment and non-discrimination policy?
  3. Do all staff members know what to do if they hear a statement or see an action that does not align with workplace policies?
  4. Is periodic training offered for all team members, so it is clear what types of behaviors are acceptable and what are not?
  5. Does the workplace celebrate diverse holidays and months of focus?
  6. Do the pictures on the walls mirror a diverse society?
  7. Do the pictures and images on the website and social media channels mirror a diverse society?
  8. Does the workplace have a gender-neutral restroom?
  9. Are client materials offered in languages other than English?
  10. Are team members encouraged to proactively share all languages that they can communicate in?
  11.  Do client forms contain gender neutral and inclusive wording (eg spouse/partner instead of husband/wife)?
  12. Is including pronouns on name badges and email signatures offered?
  13. Is feedback viewed as a gift by all team members?
  14. Does staff recruitment occur via a diverse variety of outlets (eg Black Chamber of Commerce)?
  15. Does the workplace publicly post any symbols, such as the Pride flag, that signify a LGBTQ+ friendly workplace?
  16. Is mentoring offered to all team members?
  17. Are exit interviews offered to all employees as they leave the workplace?

If you answered no to more than four of the questions, then your organization likely has a workplace inclusivity problem.

You’ve Identified a Problem – Now What?

Regardless of role, career stage, and workplace setting, every team member can choose to be a leader and be part of the solution.  Common characteristics of everyday leaders include:

  • Approaching challenges and new ideas with a growth mindset
  • Being adaptable in a constantly changing environment
  • Communicating with radical candor by speaking directly and caring deeply

Tap into your leadership strengths as well as the following resources to create a plan of attack to be part of the solution in creating a more inclusive workplace for yourself and those you serve.


5 Tips for Being an Ally

Allies for Change

Allyship Padlet

Brave Space Certificate Program

Growth Mindset

Guide to Allyship

How to be an Ally

Increasing workplace inclusion: The promise of leader-member exchange

Multicultural Calendar 2021

My Pronouns

Native Land


Performative Allyship is Deadly

PrideVMC Allyship Resources

Radical Candor

The 4th Box

Vernā Myers

two people in front of computers engaging with each other