In today’s increasingly diverse world, fostering an inclusive workplace is a moral imperative and a strategic advantage. For small and medium businesses (SMBs) and enterprises (SMEs), embarking on a diversity and inclusion (D&I) journey can seem daunting, especially if no one is leading the charge. Yet, every organisation has a culture; the question is, is it the one you want?
Understanding Organisational Culture
To begin with, it's essential to understand organisational culture. Culture is the amalgamation of values, behaviours, and language that define an organisation. As noted, "the indicator of the health of an organisation's culture is the worst behaviour they tolerate." This highlights the importance of fostering a culture where positive behaviours are not only encouraged but the norm.
Creating an intentional culture is paramount. It's about defining what you do and do not want in your workplace. This intentionality sets the foundation for inclusion, a critical element of a psychologically safe workplace and an inclusive organisational culture.
Starting the Journey
For SMBs and SMEs, knowing where to start can be challenging. As Simon Sinek wisely advises, start with your why. Understanding why you are embarking on this D&I journey, what your organisation's altruistic goals are, and how your organisational culture supports these goals is crucial.
A valuable exercise to consider is "branding from the outside in." This involves recognising that your brand is not who you are but what others say you are. Conducting a GAP analysis to compare internal perceptions with how employees, suppliers, clients, stakeholders, and the community view your brand can provide vital insights. This differential reveals areas needing attention and development in your intentional organisational culture.
The Risks of Getting It Wrong
Neglecting diversity and inclusion efforts or getting them wrong can have significant repercussions. The cost of ignoring D&I can manifest in various ways, including decreased employee morale, reduced productivity, and increased turnover. Furthermore, reputational damage can be severe, affecting relationships with clients, stakeholders, and the broader community. When an organisation's values are not aligned with its practices, it can lead to legal consequences. Labour tribunals often scrutinise organisational culture, particularly where there is a mismatch between individual and organisational values, resulting in actions that lead to tribunals. This incurs financial costs and damages the organisation’s reputation and trustworthiness.
Embedding the Culture
Once the initial steps are taken, embedding this culture into your organisation's DNA is critical. Continuous training and reinforcement of the desired culture are essential. As a consultant, I can help define the desired culture, but living it day-to-day is up to you.
Each employee brings their own culture into the workplace, and without a well-defined and trained organisational culture, these individual cultures may fill the gaps. This underscores the need for a proactive approach to develop, deliver, and train an intentional organisational culture.
Challenges and Considerations
Creating an inclusive culture is not without its challenges. Labour tribunals often examine organisational culture, especially when a mismatch between individual values and the desired culture leads to legal issues. Therefore, maintaining a consistent and inclusive culture is beneficial and necessary for legal and ethical reasons.
The Long-Term Commitment
It is crucial to understand that building an inclusive organisational culture is not a one-off project. You do not complete this task in a month, quarter, or even a year. As long as your organisation exists and has changing stakeholders such as employees and customers, you must continually develop, reinforce, and improve your organisational culture. This lifetime commitment requires ongoing effort and dedication to ensure the culture evolves within the organisation.
Embarking on a D&I journey is a significant step for any SMB or SME. Understanding and intentionally shaping your organisational culture sets the stage for a more inclusive, innovative, and thriving workplace.
Call to Action
If you're ready to start your diversity and inclusion journey or need assistance getting back on track, I am here to help. With extensive experience assisting organisations in defining and living their desired cultures, I can offer the guidance and support you need. Let's work together to create a workplace where everyone feels they belong and can thrive. Contact me today to learn more about how to make this happen for your organisation.