Not so very long ago, the stereotype of the successful business person was that of the apex predator, the shark, the cutthroat competitor with dollar signs in their eyes, someone who lived by the mantra, “It’s not personal, it’s business.”
Today, however, a new paradigm prevails — one in which business is personal. Indeed, now more than ever before, workers and consumers are demanding new priorities from the businesses they support. They seek a people-first approach to entrepreneurship. They desire a kinder, gentler marketplace. They want to devote their labor and their money to companies whose values they feel align with their own.
Compassion and inclusivity in the workplace are more than simply lofty ideals. They are also sound business practices. This article provides best practices for making your business more compassionate and inclusive from the inside out.
Why Compassion and Inclusivity Matter in Business
If you’ve paid any attention to the media at all in recent years, chances are you’ve heard a lot about the importance of diversity and inclusion across all domains of society. However, you might be a bit uncertain about what it all means, exactly.
Fundamentally, inclusivity and diversity refer to cultivating spaces that accommodate all persons regardless of gender identity, race, ethnicity, class, sexual orientation, religious affiliation, age, or disability.
Inclusivity, more specifically, refers to the establishment of environmental and ideological conditions that respect, embrace, and accommodate “difference.” Diversity refers to social spaces in which a wide array of communities are represented. In the workplace, diversity speaks both to a labor force and clientele that encompasses members of racial minority groups, the LGBTQIA+ community, people with disabilities, and persons from other historically marginalized groups.
The result is a workplace that looks much more like the broader world outside of the office and a business model that reflects, honors, and serves a heterogeneous national and global marketplace.
Companies that manifest inclusivity and diversity in marketing, employment, and service practices are perceived to be both more compassionate and more welcoming than those which adhere to or are thought to adhere to the traditional profits-focused business model. Such positive branding strongly supports employee recruiting and retention as well as customer acquisition and loyalty.
And, indeed, it isn’t difficult to understand why workers and consumers alike so closely associate inclusivity with compassion, nor is it a stretch to explain why they would want to be affiliated with a compassionate and inclusive organization. When a company cultivates a truly inclusive environment, it inevitably means that they have made the effort to understand and address the needs, expectations, goals, and experiences of diverse persons and communities.
Cultivating Compassion and Inclusivity From Within
It’s nearly impossible to build a compassionate and inclusive business model or even to effectively serve a diverse consumer market if your organizational culture isn’t compassionate and inclusive. Achieving these ethical goals must begin by instituting them in your office first.
One particularly important first step is to prioritize the social, emotional, and mental well-being of your employees by providing a range of benefits to promote self-care. This might include allowing employees to bring service dogs or emotional support animals to the office. Or, it may involve providing quiet rooms for employees to utilize throughout the work day when they’re beginning to feel overwhelmed.
For employees who may have anxiety disorders or may be neurodiverse, the opportunity to decompress can mean all the difference to their performance and loyalty. Even more importantly, they will feel seen, heard, understood, accepted, valued, and cared for. And this, at the end of the day, is what inclusivity and compassion are all about.
In addition to creating nurturing workplace environments, supporting inclusivity in hiring and management practices is also key. HR managers play a vital role in this arena, both in regard to recruiting and development. For instance, when scouting for talent, recruiters may offer incentives for special populations to apply, including veterans, persons with disabilities, or members of minority communities. HR professionals may even reach out to vocational rehabilitation specialists, social services providers, and veterans’ groups to facilitate inclusivity and diversity in hiring.
Moreover, the effective onboarding and development of certain employee populations, such as employees with disabilities, may well require the institution of certain types of workplace accommodations, from accessible office spaces to the opportunity for flex scheduling and hybrid work arrangements. With each accommodation integrated into the business model, an organization’s capacity and reputation for compassion and inclusivity grow.
Inclusivity and Compassion Beyond Workplace Walls
While it’s imperative that business leaders focus on cultivating a caring and accommodating organizational environment, the work doesn’t end there. Inclusivity and compassion should be the hallmark not only of your employment practices but also of your operating strategy.
At the very least, your organization should prioritize diversity in customer outreach and service. For example, advertising platforms that target only a homogeneous group of consumers not only risk alienating large segments of the consumer market but also reflect poorly on your brand. Consumers want to see themselves reflected in advertising. This means creating content that illuminates the goals, values, and lived experiences of all communities, not just the majority.
Failing to speak to and serve your customer base in all its diversity telegraphs to those who are excluded that they do not matter, that they are not seen or valued by the organization. That is a devastating message to send to prospective audiences, and it is one you never want to associate with your company.
The Takeaway
The world of business today is far from the dog-eat-dog stereotype of yesterday. Modern consumers and workers alike expect more from organizations. Indeed, compassion and inclusivity are far more than a feel-good talking point. They are a necessity in the global marketplace. Bringing these values to your organization requires a holistic approach that moves from the inside out. It involves shaping hiring, management, marketing, and service practices to honor, reflect, and support the wondrous diversity of our vast human family.
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Frances says
Making Your Company More Compassionate and Inclusive From the Inside Out” is essential reading for every business executive seeking to make a difference. It provides practical advice on how to encourage empathy and diversity within organizations, helping to create a better, more equal future.