Three Tips for Creating Inclusive and Sustainable Work Environments

Employees who feel valued are the backbone of every high-performing organization. This sentiment is echoed by data collected by the McKinsey group, which shows that workplaces that champion executive diversity and inclusion are 25% more likely to report above-average profits compared to their less inclusive peers.

Similarly, many modern employees want to work for employers who do good in the world. Folks are looking for workplaces that protect and preserve the local environment while taking steps to reduce emissions.

As an employer, you stand to gain a real competitive advantage if you embrace these insights and create an inclusive, sustainable work environment at your business.

People-Centric Policies

Claiming that you champion your people is easily done; following through is an entirely different matter. Rather than leaning on outdated diversity policies, take the lead on inclusivity by reviewing and revising your diversity, equity, and inclusion (DEI) policies once every few quarters. This is particularly important if you employ folks with a range of disabilities. At a minimum, your policies should ensure that your workplace is:

ADA compliant
Offers reasonable, individualized accommodations and adjustments
Utilize inclusive, representative images and language in all internal and external communications

A focused approach to DEI will help you become more detail-oriented in your approach to leadership, too. This is crucial, as even things like people-centric labeling solutions can make a world of difference to the stakeholders who enter your workplace. Including multilingual labels and culturally relevant symbols shows you truly care about supporting folks in your space and are willing to sweat the small stuff to make people feel at home.

When devising people-centric policies, request feedback from your team but make it clear that they don’t have to share if they don’t feel comfortable doing so. Ultimately, it falls on you to ensure that everyone feels welcome. You shouldn’t expect employees to tell you what should or should not be done and should be willing to put in the effort required to research the diverse needs of your entire team.

Sustainability

Sustainability is a hot topic in the business world — and for good reason. All industries must come together to cut down emissions and reduce environmental degradation if we are to cap global warming at 1.5C (the target established in the Paris Climate Agreement).

If you’re already recycling in your factories and use smart thermostats in your workplace, consider investing in AI to help your sustainability efforts. Common examples of AI-led tools include:

Smart Lighting: These programs adjust lighting according to real-time readings, meaning you’ll minimize unnecessary electricity use.
Smart Floors: Smart flooring detects people in a given workspace and adjusts climate control and lighting accordingly. They help you track movement and better understand how your space is utilized, too.
Sustainable Development: If you decide to expand your operations, do so sustainably. Use eco-friendly, low-emission materials like 3D concrete and recycled brick to minimize harm and keep your carbon costs low.

These changes will cut down your energy usage and minimize emissions. If you still have a hefty energy bill at the end of the month, consider installing solar panels on your premises. You may even be eligible for federal tax credits, which will save you money and help you break even sooner.

Advocacy at Work

Advocating for your people and the planet is one of the best things you can do as an employer. True advocacy shows that you care about progressive topics and are willing to attach your brand reputation to issues like diversity and climate change.

Advocacy is particularly important if you consider yourself a disability-positive employer. You can start advocating for diversity and disability in the workplace by reviewing your own policies in your handbook first. Take note of oversights and make strategic changes to ensure that no member of staff feels left out or unwelcome at work.

These advocacy efforts should always account for the wants and needs of your employees. While some employees who are disabled will want to play a public-facing role in advocacy efforts, others would rather focus on their core responsibilities. Don’t expect all employees with disabilities to double as models for your social posts, and work collaboratively with those who would like to speak publicly about their experience at your company.

Once your house is in order, consider investing in further advocacy work like training programs. Alternatively, you can expand your benefits program to encompass all employee needs and can set aside some funds for inclusive activities like community clean-ups.

Conclusion

Creating an inclusive, sustainable workplace should be among your top priorities. Review your current policies in accordance with DEI goals. This can empower you to make small changes that have a big impact. Follow through on these changes by advocating for your employees and environment with internal and external stakeholders alike.

About Charlie Fletcher

Charlie Fletcher has written 31 posts in this blog.

Charlie Fletcher is a freelance writer from the lovely “City of Trees”- Boise, Idaho. Her love of writing pairs with her passion for social activism and search for the truth. You can find more of her work by visiting her portfolio at charliefletcher.contently.com.