Implementing a Policy to create an Inclusive Workplace

High School ・Business ・APA ・4 Sources

With the rising impacts of globalization, organizations need to create adequate plans of increasing the levels of relating among their members according to Green, Lopez, Wysocki and Kepner. This is due to the fact that these institutions are made up of individuals drawn from different cultural backgrounds and beliefs. This calls for implementation of adequate policies to protect every member of a workforce from exclusion while encouraging inclusion. This paper focuses at holding the leadership of an organization responsible, incitement of diversity in working relationships and supply of quality role models as the key policies geared towards establishment of inclusive environments of work.

The leadership of an organization needs to be held accountable of creating a working environment that adheres to the principles of inclusion. While many organizations look at their managers as people who should assign roles, they need to come up with initiatives that involve the leaders in accomplishing these roles to work inclusively (Cannoly and Groysberg 2012).According to Gilbert and Ivacisich (2000), a diverse organizational leadership acts as a vital tool of orienting employees in an inclusive way.

Encouragement of diversity in the environments of work goes a long way in increasing the levels of inclusion. According to Bazelais, Page, Weintraub and Fraone (2007), cultural and racial diversities of a workforce can only be addressed by increasing the extents of organizational diversity. To achieve this, organizations must appreciate the contributions made by all members without discrimination. Further, there is need to accept the diversities in points of view upheld by each employee by attending to their cultural issues in an ample manner.

Any organization needs to provide its workforce with successful role models. A leadership that upholds diversity is known to be highly effective in diffusing these qualities to all stakeholders. For instance, Cannoly and Groysberg (2012) note that putting women in an organization’s leadership position goes a long way in encouraging other members to appreciate the females.

In conclusion, organizations must uphold an environment of inclusion as a way of promoting positive environments at workplaces. Holding the leadership of an organization accountable goes a long way in fostering positive work environments. Provision of positive working environments and quality role models lead to employee satisfaction and high levels of inclusion.


Bazelais, K. N., Page, K. V., Weintraub, S., & Fraone, J. S. (2007). Exploring Diversity: Race and Culture in the Inclusive Workplace. Boston College Center for Work & Family (1-8).

Cannoly, K., and Groysberg, B., (2012) Twenty-four CEOs on creating diverse and inclusive organizations. Harvard Business Review, 68-77

Gilbert, J. A., & Ivancevich, J. M. (2000). Valuing diversity: A tale of two organizations. The Academy of Management Executive, 14(1), 93-105.

Green, K. A., López, M., Wysocki, A., & Kepner, K. (2002). Diversity in the workplace: Benefits, challenges, and the required managerial tools. University of Florida, 1(4).

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