9 Top tips how to create inclusivity in small businesses

Inclusivity is not just a buzzword; it’s a strategic advantage. SMBs, with their nimble structures and close-knit teams, are uniquely positioned to cultivate inclusive workplaces.

Here are 9 top tips to help small business founders and operational managers spearhead inclusivity efforts that could not only enrich your company culture but also boost your bottom line.

1. Understand the value of diversity and inclusivity

Before diving into practices and policies, it's crucial to understand why inclusivity is vital. Diverse teams are not just about fulfilling quotas; they bring a variety of perspectives that can lead to innovative solutions and better decision-making. According to McKinsey's 2020 report, companies in the top quartile for ethnic diversity on their executive teams were 36% more likely to achieve above-average profitability than companies in the fourth quartile.

Building a foundational belief: It starts with belief. Embrace the idea that diverse backgrounds and inclusive practices enhance creativity, employee satisfaction, and ultimately, customer satisfaction.

Educating your team: Conduct training sessions to educate your employees about the benefits of diversity and inclusivity. Knowledge is the first step towards transformation.

Set clear goals: What does inclusivity look like in your organisation? Setting clear, measurable goals related to inclusivity can help guide your efforts and evaluate your progress.

2. Recruit from a wider pool

Inclusivity begins with the recruitment process. To build a diverse team, you need to look beyond your usual recruitment channels.

Broadening your horizons: Use diverse job boards, work with community groups, and consider candidates who may not follow the traditional career paths but have valuable skills and potential.

Bias-free recruitment: Implement practices such as anonymised CVs and structured interviews to minimise biases that might affect hiring decisions.

Emphasize soft skills: Beyond technical abilities, look for candidates who demonstrate empathy, adaptability, and teamwork—qualities that foster an inclusive environment.

3. Foster an inclusive culture from the top

Leadership is key in setting the tone for an inclusive workplace. Leaders must not only endorse inclusivity but also practice it in their daily interactions.

Leading by example: Leaders should be visible champions of diversity, demonstrating respect and openness in every communication and decision.

Inclusive decision making: Involve team members from various backgrounds in decision-making processes to ensure multiple perspectives are considered.

Regular feedback: Maintain an open-door policy that encourages employees to share their experiences and suggestions regarding workplace inclusivity.

4. Create supportive policies and practices

Policies form the backbone of sustained inclusivity efforts. These need to be thoughtfully designed to support a diverse workforce effectively.

Flexible working arrangements: Recognise the different needs of your employees by offering flexible work schedules, remote working options, and considerations for cultural and religious holidays.

Anti-discrimination policies: Establish clear policies that protect employees from discrimination and harassment, ensuring a safe and respectful work environment.

Support networks: Consider setting up employee resource groups (ERGs) for underrepresented employees to provide support and raise awareness of specific issues.

5. Communicate openly and regularly

Communication is the lifeline of an inclusive culture. Transparent and frequent communication helps build trust and makes employees feel valued and included.

Regular updates: Keep everyone informed about what’s happening at the company, including changes, successes, and challenges. This transparency fosters a sense of belonging and involvement.

Inclusive language: Use language that is inclusive and reflective of diverse backgrounds. This includes communication materials, job descriptions, and everyday conversations.

Solicit input: Regularly ask for feedback from employees on how the company can improve its inclusivity efforts. This not only helps in making adjustments but also makes employees feel involved and valued.

6. Celebrate diversity

Celebrating diversity is about more than observing Black History Month or Pride. It’s about integrating the celebration of diverse cultures and backgrounds into the everyday fabric of the company.

Diverse celebrations: Acknowledge and celebrate a wide range of cultural events and holidays across the team. This could include flexible holidays so employees can take time off for culturally significant dates.

Educational events: Host talks and workshops that educate and celebrate different perspectives and cultures. This can enhance understanding and appreciation among team members.

Feature diverse voices: Regularly feature stories from diverse employees in company newsletters or on your company blog to highlight different backgrounds and experiences.

7. Encourage and support career development

Inclusivity also means providing equal opportunities for growth and advancement.

Mentorship programs: Pairing up employees from underrepresented groups with senior mentors can help provide them with the guidance, confidence, and exposure needed to advance.

Professional development: Invest in training and development opportunities that are accessible to all employees, allowing them to upskill and take on new challenges.

Transparent career paths: Clearly communicate potential career paths within the organisation and what is required to advance. This ensures all employees understand how to progress in their careers.

8. Assess and adjust your efforts

Like any business initiative, inclusivity efforts need to be monitored and refined over time based on feedback and outcomes.

Track progress: Establish metrics to measure the effectiveness of your inclusivity initiatives, such as employee retention rates, employee satisfaction surveys, and demographic data.

Be adaptable: Be prepared to change your strategies based on what the data tells you. What works today might not work tomorrow, and inclusivity is an ongoing journey.

Celebrate successes: When goals are met, celebrate them. This not only acknowledges the efforts of your team but also reinforces the importance of inclusivity in your workplace.

9. Address and resolve conflicts effectively

Despite best efforts, conflicts can arise. Handling these effectively is crucial to maintaining an inclusive environment.

Conflict resolution policies: Have clear policies in place that outline how to handle conflicts in a respectful and constructive manner.

Training: Provide training on conflict resolution to help managers and employees handle disputes effectively.

Open dialogue: Encourage a culture where issues are addressed openly and quickly to prevent escalation and maintain trust.