Inclusion: the key to a more successful working environment

Creating an inclusive work environment is not only important for ethical and moral reasons, but also has a direct impact on a company's ability to attract and retain top talent.

As our society becomes increasingly diverse, it is more important than ever for organizations to create inclusive workplaces where all employees feel valued, able to participate and contribute in order to reach their full potential.

Furthermore, inclusion helps to create a fair and equitable working environment for all employees, which contributes to greater job satisfaction and employee loyalty.

Since 2011, the Equal Opportunities Office of the Canton of Zurich, with the expertise of Great Place To Work, has been awarding the Prix Balance ZH to employers who actively promote work-life balance. This year, for the first time, the Prix Inclusion ZH will be awarded to organizations that are particularly committed to the inclusion of their diverse workforce.

The advantages of an inclusive workplace

Inclusion is about creating equal opportunities for employees with different backgrounds and fostering a culture of respect and belonging. This benefits not only the employees, but also the organizations as a whole.

An inclusive workplace can lead to better decision-making, increased employee engagement, innovation and productivity. A diverse workforce brings in a range of different perspectives and ideas, which leads to more creative problem solving and decision making. In addition, employees who feel included and valued are more likely to be engaged and motivated in their work. Which can increase productivity and have a positive impact on the organization.

Inclusion not only leads to greater employee engagement and retention, but is also a competitive advantage in the battle for the best talent: 88 % of employees in inclusive workplaces would recommend their employer to friends and family (compared to 58 % of employees in a representative survey for the general population in Switzerland).

In short, employees of an inclusive organization are not only more satisfied overall (86 % Trust Index™ compared to 61 % Trust Index™ in a representative survey), they are also more likely to recommend their employer to friends and family.

Creating an inclusive workplace also helps to address issues of equality, as inclusion can help to break down barriers and prejudices that may prevent certain groups from taking advantage of opportunities or resources. This includes creating equal opportunities for employees from different backgrounds. This creates a fair and equitable workplace where all employees have an equal opportunity to succeed.

However, creating an inclusive workplace cannot be achieved overnight. It requires continuous effort and commitment from everyone, from the management team to individual employees. This includes, for example, training and education on topics such as diversity, equality and equal opportunities, as well as the implementation of policies and practices to promote inclusion and equality.

The five most important indicators for an inclusive workplace

As the word suggests, inclusion is about being included. This can mean different things to different people. We did the math and found out what the five most important influencing factors are for employees to feel included in their workplace.

Our data suggests that the more these 5 things are in place, the more involved employees feel:

1. Management involves employees in decisions that affect their workplace or working environment.
2. The management shows a genuine interest in me as a person, not just as an employee.
3. It is a psychologically and emotionally healthy working environment.
4. Everyone can take time off if necessary.
5. When you join the company, you are made to feel welcome.

Prix Inclusion ZH 2023

In collaboration with the Office for Equality of the Canton of Zurich, we recognized the most inclusive workplaces. Not only were we able to find out what they do to promote an inclusive working environment, but we also had the opportunity to interview a diverse panel of experts on the subject. The three winners could not be more different in what they offer their customers, and yet they all have something in common: their inclusive workplaces.

Ergosign is a digital agency that focuses on the user experience. For them, an inclusive workplace is not an extra, but "a resource for their success".

DECATHLON SPORTS SWITZERLAND SA has only been on the sports store map since 2017, but has already proven itself to be a good employer on several occasions. For the company, inclusion means welcoming everyone as a valuable member of the team - "the only thing you need to bring is a passion for sport and a shared identification with the company's values".

Last but not least, the 2023 Prix Inclusion winner has once again proven that inclusion is part of its DNA: Hilti (Schweiz) AG sees the diversity of its qualified employees as a great asset. Its unique work culture is the basis for its many years of success and its highly committed employees.

What is certain is that creating an inclusive workplace is an ongoing process that requires the commitment and efforts of all employees in the organization. It won't happen overnight, but with the right approach and the necessary commitment, it can be achieved.

There are various ways to create a more inclusive workplace. Here we share some of our insights and tips from experts in the field.

6 steps to a more inclusive workplace

1. Learning by listeningStart by determining the current status of inclusion in your organization. This can be done through surveys, focus groups or interviews with employees. This will give you an idea of where your organization stands and identify potential areas for improvement.
2. Commitment of managersCreating an inclusive workplace starts with leadership commitment. It is important that leaders understand the importance of diversity and inclusion (not to mention equality and belonging) and are willing to make it a priority in the organization.
3. Set clear goals and targetsSet clear goals for diversity and inclusion. This will ensure that the organization is working towards a shared vision and that progress can be measured. A common goal unites all employees in an organization and is often a key advantage in overcoming unconscious bias of non-inclusive issues in the workplace (Bernadette Höller, Head of loopings.ch, Competence Center for Work 45+).
4. Implementation of training and education measuresProvide training and education for all employees on topics related to diversity, equality and inclusion. This can help to raise awareness and understanding of these issues.
5. Encourage open communicationEncourage open communication and offer employees the opportunity to share their views and experiences. This can be done through employee resource groups, mentoring programs or other initiatives. Problems should be addressed openly and without prejudice. Transparency and openness are crucial for an inclusive workplace (Sarah Blickenstorfer, Head of the Environment Department, City of Winterthur)
6. Continuous evaluation and improvementThe organization's diversity, equity, inclusion and belonging efforts should be continually reviewed and adjusted as necessary to ensure that the organization can achieve the common goal.

Whether you've been creating an inclusive workplace for years or have only recently started making DEIB efforts a priority: Always listen to your employees! This will give you a better understanding of your employees' experiences and perspectives and allow you to identify areas where your efforts may be falling short and make adjustments as needed.

It can also foster a culture of openness and trust that makes employees feel valued and listened to, which in turn helps to improve engagement, satisfaction and retention.

Do you listen to your employees? Do you know how you can become even more inclusive? Take part in the employee survey and gain valuable insights from your employees.

What makes an inclusive workplace?

Inclusive workplaces not only respect every employee regardless of gender, background, sexual orientation, age, etc., but they also actively seek to promote employees' strengths. Our Trust Index™ survey measures the aspects that contribute to inclusion in the workplace using 27 questions in these areas. Our most inclusive workplaces excel in these areas in particular. They also show very little variation in their responses, for example, regardless of their demographic make-up. This means that not only people with a certain profile (age, gender, leadership status, etc.), but all employees benefit from this inclusive workplace.