100 points to know about...
Inclusive project management

As a result of the efforts of teachers and parents, children today are more willing to accept differences between people. But in the workplace, inclusion of people who are different is not common. Therefore, the introduction of equality and inclusion policies and practises has become a top priority in every society

As mentioned in the case of Qantas (previous lesson), companies with a deep focus on diversity and inclusion achieve better outcomes. But "inclusion" is still an all-encompassing term that is often left to personal interpretation. In the following lessons, we will therefore look at the term "inclusion" in the workplace

What are good practises?

Best or good practises usually represent the optimal way to work. In the workplace this means either:

• Working standards or,
• Ethical guidelines

These standards/guidelines set out the best course(s) of action in a particular situation. They should be in a format that everyone can use when and where they need it

Example:
Appropriate environmental conditions in the workplace are essential for the performance of most work tasks

How can this be achieved?
Reduce environmental noise that can distract attention or make it difficult to hear. This makes the workplace more accessible for people with cognitive or auditory impairments

Benefits:
Increases productivity for all employees.

Benefits of equality and inclusion in the workplace: quotes from professionals

• "It turns out that advancing equal opportunity and economic empowerment is both morally right and good economics because discrimination, poverty and ignorance restrict growth."-Bill Clinton (Ex-President of the USA)
• "A diverse mix of voices leads to better discussions, decisions and outcomes for everyone" - Sundar Pichai (CEO of Google and Alphabet)

How does an inclusive work culture look like?

According to professionals, companies that fosters equality in the workplace and practise values such as inclusion are

• attract talent: Companies that value diversity increase their chances of finding competent candidates to hire. It also helps bring the best people on board. - Dutta Darshana (Content Creator and Digital Marketer at Vantage Circle)
• Retaining competent talent: When employees are perceived as equals and valued for their individuality and unique contribution, they stay longer with an organisation. - Dutta Darshana
• A company celebrates differences: "Making sure everyone has a voice and the opportunity to succeed fosters creativity and supports positive outcomes" - Angelina Howard (Senior Product Manager at Amazon Web Services and Head of Diversity)

How to be an inclusive manager?

Inclusive managers are those who respect and are open to differences. They are the ones who value people, respect them and will support them during their time in the company.

There are some essential qualities that a person must have to become an inclusive manager in an organisation. Developing these qualities can help you cultivate attitudes and actions that support inclusion in the workplace:

• Respect: Acceptance of differences is just a start. An inclusive leader makes people feel respected and valued. This has a positive impact on employee performance.
• Commitment: An inclusive leader provides time and energy to support others. A high level of commitment from a leader inspires others to fulfil their potential
• Humility: Integrative managers are humble, acknowledge their shortcomings and are willing to take responsibility for their mistakes. They also accept feedback and act on it. This attitude strengthens trust between staff, reduces stress levels and increases productivity
• Curiosity: Integrative managers are curious about other perspectives and like to ask respectful questions and actively listen. Being curious means that managers see other people's ideas not as a threat, but as an opportunity to develop. This encourages people to speak up and find solutions
• Cultural intelligence and awareness: Inclusive managers are aware of cultural differences and adapt to different cultural settings. For example, an inclusive manager can adapt his/her message for different audiences. Through his/her cultural awareness, he/she recognises the values and principles that guide people's reactions and behaviours and uses them for good.
• Authenticity: An inclusive manager is an authentic person. Authenticity means being honest, transparent and open. Authenticity builds trust by default because words and actions match. Being authentic encourages others to be themselves. Consequently, it brings out the best in people
• Empathy: An empathetic manager can understand other people's emotions and perspectives. Being an empathetic manager makes you a more effective communicator and problem solver. It also helps build trust and relationships that promote success.