Inclusive Engagement: Building Bridges to Belonging
As companies navigate the current landscape of corporate social responsibility and assess their giving and volunteering programs, they face a growing demand for opportunities that align with the diverse interests, abilities, and schedules of their workforce. Inclusivity is the key here. Through the lens of inclusion, it is possible to unlock the full potential of our workplaces and communities, fostering an environment where everyone feels valued, respected, and empowered to contribute.
Recognizing the Barriers
In my journey, both personal and professional, I have encountered various forms of exclusion and discrimination. As a child who faced bullying, I was often made to feel like an outsider. This sense of alienation continued into adulthood, where I, as a gay male in an interracial marriage, have experienced both overt and passive discriminations, microaggressions, and exclusions. Yet, as a result, these experiences have granted me a deep understanding of the extraordinary power of a culture built on inclusion and belonging, and the very real impact it can have on our lives.
In our workplaces and engagement programs, barriers to participation can take many forms—physical, psychological, social, and attitudinal. From limited accessibility and time constraints to fear of judgment and lack of awareness, these obstacles can deter employees from fully engaging in volunteering and giving initiatives.
Addressing the Challenges
To overcome these barriers, it is crucial to adopt a multifaceted approach that ensures inclusivity at every level. This includes providing accessible volunteering options, offering flexible scheduling, and cultivating a supportive environment where employees feel safe and valued. It also means addressing social barriers by encouraging peer support, promoting cultural sensitivity, and designing inclusive activities that cater to diverse interests and needs of all employees and communities.
Clear communication is also critical. Providing training and comprehensive guidelines can help reduce ambiguity, uncertainty, and anxiety, while building employee confidence in participation. In addition, detailed information about the impact of volunteering and giving programs can help employees see the tangible value of their contributions. Recognizing and rewarding participation can further boost motivation and reduce feelings of trepidation. Additionally, offering personalized opportunities that align with individual interests and values can significantly enhance engagement.
The Power of Inclusion
Inclusion is not just about inviting diverse individuals into the workplace or to engage in our philanthropic efforts in local communities; it is about ensuring that everyone feels a sense of belonging. As we strive to create a more inclusive culture, it is essential to recognize the profound impact of feeling truly included. Reflecting on times when we have felt excluded can help us understand the need to nurture all voices so they are heard and feel valued.
An evident example of the impact of inclusion can be seen in a real-world case study from YouTube. When launching its iOS app that allowed users to upload videos from their devices, the team quickly discovered that a significant percentage of videos, approximately 10 percent, were being uploaded upside-down. The issue stemmed from the fact that the development team inadvertently designed an app for right-handed users only. This oversight highlighted the critical importance of incorporating diverse perspectives in the planning and design process, ultimately leading to a more inclusive and successful solution.
It also shows that examples of unconscious bias and exclusion are all around us, which is why it is so vital for us to take the time to assess our portfolio of engagement and philanthropic programs with an inclusive lens. We need to consciously look for inadvertent exclusions, challenges, and barriers that we may not have intuitively accounted for during our design and implementation phases.
Learn more about how Jackson revitalized their volunteering program to overcome barriers to participation in this podcast!
Creating a Culture of Belonging
Building an inclusive workplace culture requires intentional effort and a commitment to continuous improvement. It involves incorporating team-wide practices that support psychological safety and inclusion, ensuring visible commitment to inclusion from senior leaders, and establishing respect and non-discrimination at all levels.
The same is true when we think about removing barriers to participation and fostering a culture of inclusion and belonging with our employee volunteering, giving, and philanthropic programs.
As leaders, we must focus on developing the core competencies of inclusive leadership, including emotional intelligence, awareness of bias, curiosity about others, confidence and humility, and effective collaboration. These skills enable us to create an environment where employees feel valued and supported, leading to higher engagement, satisfaction, and overall well-being.
The Journey, Not the Destination
In conclusion, the journey towards inclusive engagement is ongoing and requires dedication and perseverance. By addressing barriers, upholding a culture of belonging, and continuously evolving our practices, we can create engagement and philanthropic programs where everyone feels empowered to contribute and thrive. My personal experiences of exclusion have deeply shaped my commitment to this cause, reinforcing the belief that true inclusion has the power to transform lives and build stronger, more resilient communities.
Let us embrace the challenge of inclusive engagement with empathy, passion, and a relentless pursuit of a more equitable and connected world. Together, we can build bridges to a culture of belonging and unlock the extraordinary potential within each one of us.