Why Inclusion Matters Now More Than Ever
In times of uncertainty, employees don’t just need policies – they need leadership that makes them feel seen, heard, and valued.
A lot has changed in the workplace landscape, and for many employees, uncertainty is at an all-time high. With evolving policies and shifts in diversity, equity, and inclusion (DEI) initiatives, employees are looking to their leaders for reassurance.
As HR professionals and business leaders, we have a responsibility to create workplaces where employees feel valued, safe, and included – regardless of external changes. How you lead today will define how your employees feel about their workplace tomorrow.
More Than Policies – Why Culture & Leadership Matter Most
While policies play an important role, inclusion is ultimately about people, not paperwork. Employees don’t just remember compliance; they most importantly remember how they were treated and whether they felt like they belonged.
I recall when I first started my career, I had no idea what DEI was. Nor did I know about the protections in place for employees. But I did know how my boss made me feel. I felt valued, included, and respected. It wasn’t because of policies, but because of the company’s culture and leadership.
Now, as DEI policies shift, the question for HR leaders is: How do you ensure employees continue to feel that sense of belonging, even in uncertain times? The key is that inclusion is about daily actions. It’s what leaders do and say every day that creates a culture of belonging.
The Power of Reassurance: How to Communicate with Employees
Employees may feel uncertain, afraid, or hesitant to speak up right now. If leadership remains silent, it can create more unease. Even if you don’t have all the answers, transparent and empathetic communication can provide stability.
How to Communicate Inclusion Effectively:
- Acknowledge concerns: Employees want to know their leaders are aware of what’s happening and that their concerns matter.
- Reinforce that they belong: Remind employees that inclusion isn’t a policy – it’s a core part of your workplace culture.
- Create opportunities for open dialogue: Use surveys, town halls, or one-on-one check-ins to invite feedback and ensure employees feel heard.
How Superficial DEI Can Create More Division Than Inclusion
In a past role, I experienced firsthand what happens when a company talks about diversity more than it actually creates an inclusive culture. While their messaging appeared strong, the reality was that recognition and inclusion felt selective.
It was the first time in my career that I truly felt a divide – where certain employees were consistently recognized in company-wide meetings (something I had never experienced before), while others were overlooked. Over time, it became clear that the company did not walk the talk and was not genuinely fostering inclusion.
The result? Employees saw through it. Instead of building trust and belonging, it created resentment and division. This experience taught me a crucial lesson: the most forward-thinking companies – some of which I had worked for previously – barely mentioned DEI. But their actions spoke louder than any words ever could.
Practical Ways to Foster Inclusion in Uncertain Times
Beyond words, leaders must take intentional steps to reinforce belonging.
- Personalize Employee Recognition: Acknowledge Employees in Meaningful Ways: Recognize employees in a way that is meaningful and specific to them, rather than generic or one-size-fits-all appreciation. Some examples include:
- Private Recognition – A personalized email, handwritten note, or direct feedback.
- Public Recognition – Team shoutouts, company-wide mentions, or awards.
- Peer Recognition – Encouraging colleagues to recognize each other builds inclusivity.
- Personalized Rewards – Offering something tailored to an employee’s preferences (flexible work hours, mentorship, leadership opportunities).
- Promote Psychological Safety: Create an environment where employees feel safe voicing concerns, asking questions, and offering ideas without fear of retaliation.
- Gather & Act on Employee Feedback: Use surveys or listening sessions to understand concerns and implement meaningful changes based on employee insights.
- Train Managers: Provide training on active listening, empathy, and inclusive leadership so that managers are equipped to support their teams.
Final Thoughts: Leadership That Stands the Test of Time
Policies may change, but the way we lead determines whether employees feel valued, seen, and supported. HR has a unique opportunity to create workplaces where inclusion isn’t dictated by external forces but embedded into the culture itself.
Leaders who prioritize honest communication, inclusion, and trust will build organizations that thrive.
HCM Tech Advisory has the expertise and experience to guide you in all aspects of your PEO transition. To learn more and for a complimentary consulting review, contact us at info@hcmtechadvisory.com.
