How to diversify your company culture and make it more inclusive

~ by Chandrika Thatai (Founder & CEO Fashion Accessories)

When we talk about company culture, we share insights about the realising values that we have learned and evolved from building workforces since long time that reflect the world around us. Diversity and Inclusion is that one such realised value that makes us stronger – a recipe for business success.

For this ever growing multicultural world, injecting diversity and building a community with diverse voices has become a key pillar for us at FA. The reality of hopping on diversity is that one have to do things differently – like literally and physically putting oneself in different communities and settings to understand and take actions. And as leaders, it is imperative for us to fuel creative and innovative ways to reach out and attract diverse constituencies; help talents from different backgrounds to gain foothold on the corporate ladder.

One thing to always remember is that the commitment to instilling diversity as a core value starts at top. Studies also show that diverse teams are more productive, adaptive and efficient than those that are not, but these results are reliant on making people feel included.

Diversity is linked to the structure, whereas, inclusion is when everyone feels part of the organisation and that they have equal opportunity to actively contribute in the workplace. The challenge with the increasing drive for inclusion and diversity is of not only to create diverse teams but also to create an environment that allows for an inclusive atmosphere. A concerted effort for fair, equal and open workplace that creates a conductive space for those benefits of diversity to be felt.

Not to forget that young talents are more attractive towards diverse and inclusive cultures. The new generation, Millennials and Gen-Z, they tend to value knowing and learning from others who are different, they prize workplaces that they can feel proud of and where diverse perspectives and experiences are readily solicited and shared. This also requires businesses to be deliberate in the ways they follow this commitment.

Adhering to our commitment, FA has evolved into a holistic diverse company. But becoming a diversity champion goes beyond inclusion upto the feeling of belongingness! At FA, we strongly believe and put conscious efforts to ‘go beyond inclusion’ and nurture a sense of belongingness among all our employees.

It is a vital social component when advanced to diversity and inclusion creates a sense of community and connectedness within the team. Satisfying the basic human need that one require to maintain their identity, physical being and mental health – that goes beyond acceptance into a team.

Every conversation affecting diversity and inclusion lacks in including the sense of belongingness, here are the things one can do to nurture belongingness in the respective organisations –

Be aware of things happening in the world that have a disproportionate impact on certain communities – so when you see someone potentially affected, you can bring that person aside and let them know in appropriate setting that you are aware and that you’re there if they ever need somebody.

Become a more active listener, when mentoring those from underrepresented communities within your company.

People coming from different backgrounds experience the world and workplace differently. Taking into account their unique experiences, leading with empathy and showing curiosity / a willingness to learn from them will create trust and they can bring their authentic selves to work.

Encouraging open dialogue without judgement

Showing respect and using inclusive language.

Creating an environment where people have a sense of belonging towards the company is a continuous process, where you’ll never be able to say ,”Okay, we’ve achieved it! Now we can move onto next step”. It starts with the policies and company culture, but everyone is required to do their part.