Embracing Inclusion and Building a Positive Workplace Culture
- John Hawkins
- Dec 28, 2023
- 3 min read
Updated: 5 days ago
In recent months, some organizations, politicians, and business leaders have expressed a desire to walk back their commitment to diversity, equity, inclusion, and belonging (DEIB) programs. This is evident in the narratives we hear about being “woke” and the fact that DEI roles and programs are being eliminated across the US (HR Magazine, Winter 2023, The Diversity Dilemma).
This pace of change implies that employee voices seeking representation and inclusion are no longer issues in the workplace. We know this is not true as labor unions today are now winning +80% of their representation elections, an all-time record high win rate with record levels of union organizing (Bloomberg Law 2023 Labor Data Series) activity and +50% more EEOC workplace discrimination lawsuits were filed in 2023 vs 2022 (EEOC).

Effective December 26th, 2023, a new set of workplace standards went into effect from the National Labor Relations Board (NLRB) regarding Joint Employer standards (NLRB 2023 Joint Employer Standards) and Representation Case procedures (NLRB 2023 Final Rule). These rulings will make it easier for employees to organize their workplaces and for those employers not invested in building an equitable and inclusive workplace, you could be elevating your risk of being organized.
This article aims to explore these questions and shed light on the importance of embracing an inclusive workplace culture where all employees feel welcomed and included.
The Value of Inclusion, and Belonging:
A workplace culture that embraces inclusion, and belonging brings numerous benefits. Firstly, when people from diverse backgrounds come together, they bring unique ideas and solutions to the table, leading to better problem-solving and decision-making. Additionally, an inclusive workforce helps organizations build a more sustainable culture focused on better serving customers, leading to increased business success. When did any of these things become less important to organizations?
When employees feel valued and included, they are more likely to be engaged, motivated, and loyal to their organization. This, in turn, enhances productivity and overall employee satisfaction.
Overcoming Challenges and Embracing Change:
To address the persisting challenges and perceptions surrounding DEIB initiatives, organizations must take proactive steps. It starts with leadership development, commitment and accountability. Business leaders need to champion inclusion, and belonging, visibly demonstrating their commitment to creating a positive workplace culture. Yes, leadership is hard work and improving organizational culture is hard work as well. If you are not up to the challenge, maybe you should consider stepping aside.
Organizations should invest in comprehensive leadership development programs focused on bringing people together, not tearing each other apart and educate employees on the value of inclusion and belonging, debunk misconceptions, and promote empathy and understanding. Additionally, creating forums for open dialogue and feedback can help address concerns and foster a sense of psychological safety, where employees feel comfortable expressing their thoughts and experiences. If organizations fail to do this, they are setting themselves up for active 3rd party representation activity e.g. union organizing campaigns, EEOC claims etc. which will be difficult to prevail against based on current workplace legislation.
Lastly, organizations should regularly seek feedback from employees and make necessary adjustments. Continuous improvement is key to building an inclusive culture that evolves with the changing needs and perspectives of the workforce.
Creating a workplace culture that embraces inclusion, and belonging provides a smart strategic advantage. By fostering a culture where all employees feel welcomed, respected, and included, organizations can unlock the full potential of their workforce, leading to increased innovation, productivity, and employee satisfaction. It is crucial for organizations to reassess their commitment to leadership development and embrace the positive changes that come with building an inclusive workplace culture. Let us move forward together, overcoming fears and misconceptions, towards a future where every employee feels valued and included.
John Hawkins is the President and CEO of Management Performance International dba MPI Consulting, a Cincinnati OH based Human Resource, strategic consulting company.
MPI Consulting (established in 1974) has 50 years of experience helping organizations improve their capability development by providing expertise in Human Resource consulting, Employee Relations, Labor Relations, Compensation/Total Rewards and Leadership Coaching and Front-Line Manager Skills Training.
John is an internationally experienced executive, keynote speaker and corporate trainer. John has worked with hundreds of companies helping them to accelerate their business performance by improving their strategies, developing their people and developing pragmatic implementation solutions.
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