Many companies think of inclusion as simply hiring people from different backgrounds or meeting quotas. But corporate inclusion is much more than that. It's about creating an environment where every employee, regardless of gender, sexual orientation, origin or beliefs, feels respected and listened to.

Conversely, failure to promote inclusion in the management of your teams can lead to a decline in motivation and cohesion. In the long term, this can even make it difficult to retain your talents, or even to recruit new inclusive employees. An inclusive culture fosters innovation by drawing on the richness of differences, and enables every employee to feel involved and valued in the team's success.

Beware of inclusion-killing postures

Certain postures are detrimental to inclusion, such as addressing only those who already understand the issues, or creating divisions by using jargon, making overly personal references, or implying that there is a distinction between "those like you" and the rest. Expressions such as "Going into the 200k MRR, we're heading for Series A" or "Good thing there are engineers in the room" are examples of behavior to be avoided. It's important to adopt a communication style that fosters inclusion and ensures that everyone feels valued.also avoid snap judgments, listen actively and avoid interrupting or minimizing contributions, even if others' opinions are already known.

Remote working can also lead to new forms of discrimination, linked to personal circumstances such as the presence of children or the quality of the home. Be careful not to assume that everyone shares the same working conditions. This means remaining vigilant in the face of these disparities, to ensure genuine inclusion, whatever each person's personal circumstances.

Showing that it's okay to tackle exclusionary issues

Take the time to remove taboos about exclusionary topics in the workplace. Managers can create an environment where every employee feels comfortable raising questions about situations that exclude them or make them feel uncomfortable. For example, if several meetings are regularly scheduled for 8am, and this poses difficulties for some employees because of children or transport constraints, it is useful to point out these difficulties in order to find solutions, such as adjusting the timetable.

Similarly, frequent use of jargon can create barriers for some team members. Encourage your staff to ask for clarification when they don't understand, without fear of being judged. At office events, such as an after-work drink, take into account the specific needs of participants, such as food intolerances or the choice not to consume alcohol, to create a truly inclusive company where everyone feels fully integrated.

Reacting at the right level 

Inclusion at work is not limited to blatant discrimination, but also encompasses subtle behaviors, such as micro-aggressions, which can damage the working environment. These micro-aggressions, whether inappropriate remarks, questionable jokes or the repeated exclusion of certain people from informal discussions, create situations where employees feel marginalized.

Take the time to spot these signs, which are often discreet but just as damaging, and intervene quickly to restore a climate of trust. For example, when an employee is systematically excluded from important decisions, a proactive intervention on the part of the manager to include him or her in discussions is essential.

Encouraging diversity of ideas

Favors a setting where every employee feels comfortable sharing his or her ideas, even when they differ from those of others. This diversity not only enhances creativity, but also leads to innovative solutions. During meetings or brainstorming sessions, make sure that all team members, even the most discreet, can express themselves. By actively valuing every point of view, even unexpected ideas, you create an environment of trust where ideas flow freely and everyone feels heard.

Measure and regularly adjust inclusive practices

Promote regular evaluation of inclusive practices to ensure their long-term effectiveness. Inclusion at work should be seen as an evolutionary process, rather than a one-off initiative. Use tools such as internal surveys, anonymous feedback or performance indicators to get a clear picture of actions taken and areas for improvement. For example, collect regular feedback via anonymous surveys and one-to-one interviews to adjust practices in line with the results obtained. This ensures that inclusion at work remains firmly rooted in the company's culture and responds to employees' real needs.

Inclusion at work is not a box to tick, but a daily, concrete and measurable effort. By paying attention to your postures, opening up dialogue on sensitive subjects, and reacting with relevance, you create a space where everyone can flourish. Encouraging diversity of ideas is not just a principle, it's a performance driver. Above all, take the time to measure your actions regularly to ensure they are having the desired impact, and to adjust them according to the realities on the ground. Inclusion is a constantly evolving process, and it never stops.

If you'd like to take things a step further, discover the NUMA Inclusion workshop to create an environment in which everyone feels comfortable collaborating.