7 Steps for Creating a Culture of Belonging and Inclusion

On the path toward inclusion, we’re still seeing disparities in executive representation in the C-suite. For example, recent SHRM data found that while men account for 66% of all executives entering the C-suite in the post-pandemic era, race and ethnicity continue to shape who has access to specific positions.  

Occupational segregation not only puts added pressure on leaders, but also affects how teams are led. That reality paired with class, sexual orientation, and disability can make for a complex framework of how employees show up in the workplace.  

“Intersectional challenges create a ripple effect on employees’ ability to do the work,” said Nicole Shir, consultant at The Needs Languages, who spoke at SHRM25 in San Diego. 

Addressing these challenges requires intentional action to build inclusive systems. Shir shared seven steps for leaders seeking to create a culture of belonging and inclusion at their organizations.

1. Conduct disability awareness training on bias, invisible and visible disabilities, and intersectionality.

Training is critical for maintaining a culture of belonging in your workplace, especially when considering that more than 66% of workers with disabilities have reported experiencing a negative bias. 

Shir advised leaders to hire an external consultant to conduct the training. To be most effective, training needs to be more than a one-time occurrence so employees retain any lessons learned.

2. Assess and improve accessibility audits.

As leaders, it’s important to evaluate your programs and workplace tools to ensure you’re being compliant with the Americans with Disabilities Act (ADA). Your ability to be accessible impacts not just employees, but also customers.

Shir recommended companies use closed captioning and check their website compatibility using the Web Content Accessibility Guidelines to ensure you’re following protocol. She warned that not following policies could lead to lawsuits. 
 

3. Make sure your policies and procedures are easy, timely, and empathetic.

Title I of the ADA requires employers to provide reasonable accommodations to employees. By identifying the need for accommodation and retaining documentation, following the proper policies should be simple. You can use SHRM’s ADA Reasonable Accommodation Checklist to begin the process.

It’s also important to familiarize yourself with the types of disability benefits so you can offer employees the best options for their situation. 

Additionally, be open to adjusting your work policies, Shir advised. In today's global world, organizations have demonstrated firsthand their ability to run remotely with efficiency and proper communication. If you can, implement remote work and flexible work policies, Shir said. You can also review your accessible travel policies to ensure you’re providing equal opportunities for all employees to attend business meetings and conferences. 

4. Recognize intersectional experiences. 

Remember that all people hold multitudes: Employees may have overlapping identities that shape their work experience. Creating a culture of belonging at your organization is about creating a space where people can bring all of those selves to work.

“One worker told me: It’s not very often I get to be a Black man and a person with disabilities at the same time. He had to pick and choose which identity he wanted to be,” Shir said. “When he left [his role] — and he was a social worker — there was no one new to support the Black community.”

Recognizing the deeper impact of these intersectional experiences is key for understanding your workforce. 

5. Celebrate people’s achievements and ask them how they want to be celebrated. Don’t just assume.

When the time comes to recognize employees’ achievements, tailor the reward or recognition to the individual employee. While some may appreciate a companywide shout out, others may prefer to be recognized one-on-one in a smaller team setting. This will help employees feel included and valued by your company in a way that’s comfortable for them, Shir said. 

6. Develop leadership accountability. Train your leaders on accessibility and appropriate language.

Part of being a leader is modeling how you want your team to perform. When you demonstrate accountability for your actions, your emerging leaders will learn to do the same.

Take the time to invest in leaders — offer training on accessibility and what language they can use to foster inclusive teams. Words can have a big impact if used incorrectly. 

7. Encourage regular feedback surveys around accessibility, and adjust your processes based on the data. 

Conduct annual or quarterly surveys to assess whether your organizational policies are hitting the mark on accessibility, advised Shir. She recommended hiring an external contractor to develop the survey so that results remain fully anonymous, thus increasing the likelihood of honest feedback.  

As with any plan, being agile and open to adjustments is key. Learn from the accessibility survey feedback and the behaviors you observe in the office to assess whether your accessibility policies are working properly. If you notice you’ve hit a roadblock, make small adjustments until you reach the intended result.