We need to build a culture of inclusion where everyone feels valued, and creativity thrives.

“Inclusion” is a word that’s used so often today that it’s easy to overlook the meaning. In simple terms, it means making sure everyone feels “included” and not left out. That means they feel like they’re a valuable member of the team where it’s safe to share their thoughts and ideas. They have a voice, and the environment allows them to use that voice to contribute. It doesn’t mean everyone will necessarily agree with them, but they’re respected, and their ideas are not dismissed.

People make assumptions about others without conscious thought. That’s called unconscious bias and refers to our tendency to decide things about people based on things like age, race, gender, etc. For example, someone might assume that an older employee isn’t good at technology or has dated ideas, or that a quieter person doesn’t have anything of value to share.

For a manager to build a culture of inclusion, they need to become conscious of how easily bias takes place, then take proactive steps to bring that understanding into the workplace. Consider these suggestions:

Take advantage of FranklinCovey books and courses that speak directly to these issues, such as:

• The 7 Habits of Highly Effective People® (especially Habit 6 – “Synergize®”).
• The Leader’s Guide to Unconscious Bias: How to Reframe Bias, Cultivate Connection and Create High-Performing Teams.