Want to help but don’t know how? It often happens when it comes to the world of diversity and inclusion. We get what it’s like wanting to support underrepresented communities, but not knowing where to start. Thankfully, we’re here to give you more insight on the topic. Let’s start with Тhe 7 pillars of inclusion. 

The 7 pillars of inclusion were developed by Peter Downs. Downs has over 30 years of experience working on inclusion and diversity issues, especially in sport and recreation. He’s the Founding Director of The Inclusion Club and Manager of Play by the Rules – a national initiative to promote safe, fair and inclusive sport. But can we implement those principles when it comes to hiring? Of course. And here’s how.

What are the 7 pillars of inclusion

Access

‍Inclusion starts with making sure that everyone has equal access to opportunities and resources - simple as that. A welcoming environment is one where there is an atmosphere and culture of respect for all people, where people have an opportunity to participate and no one is afraid to speak their mind openly.  When it comes to the corporate world, this could mean providing accommodations for employees with special needs, as well as creating a welcoming environment for everyone you work with.

Attitude

‍When addressing how willing people are to embrace inclusion and diversity and to take meaningful action, we are talking about attitude. Negative attitudes toward inclusion are usually caused by  fear, misconception and ignorance. But just having a positive attitude is not enough - we all know there’s a huge difference between wanting to do something and actually doing it.

Choice‍

The concept of choice revolves around finding out what options people want and how they want to get involved. The more options you offer, the more diverse people are likely to get involved. When it comes to your company’s policy, this could translate not only to providing more job opportunities for underrepresented groups, but simply not judging people by anything other than their skills and qualifications. And here’s when anonymous hiring comes to play.

‍Partnerships

‍A tale as old as time - people are stronger when working together. Creating an inclusive environment and culture means working with partners that have more experience in doing so. But how to recognise if a partnership is effective? Here are some of the characteristics:  

There’s not much we can add here. But if you want us to work together and be partners, we’re in for a long ride. 

‍Communications

Letting people know about your company’s inclusive policies and efforts is a commitment to the cause. It helps incorporate it even more in your day to day actions. Don’t keep your good intentions and actions a secret, spread the word. Or trust us to do so for you.

‍Policies

‍You already know what you want to do and are willing to take the step towards a more inclusive workplace. Now it’s time to embed it in your company’s policy. It’s not about saying “Inclusion matters”, it’s about “Inclusion matters and here’s what we’re going to do in order to address it.”

‍Opportunities

This pillar is kind of similar to Choice, but it certainly is not the same. Opportunities are about “what do you want to do” - this pillar explores the habits that dictate the opportunities that are actually available in the place that you deliver your sport (in your case this is your company). Inclusion starts with making sure that everyone has equal access to what you’re offering. This could mean providing accommodations for employees with special needs, and creating a welcoming environment for all customers and clients.

We can not argue that creating a truly inclusive workplace takes time, effort, and commitment. But by focusing on these pillars, you can help build a workplace where everyone feels valued and supported.

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