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Feeling Left Out Stinks. So How Can We Create a More Inclusive Workplace?

Updated: Nov 3, 2022

Cindy LaCom

The acronym “DEI” gets thrown around a lot, and many have begun to cringe at the thought of another diversity training or a lecture on equity. We get that. But most of us want to belong, to feel valued, to know that our work and our ideas matter. It’s far easier to work when we feel like we’re an integral part of an organization, isn’t it? So how can we get there? How can we be sure that “inclusion” both includes and benefits all employees while helping the organization’s bottom line? Given that we spend more time working than we do at any other single endeavor, building an inclusive workplace matters – and it’s doable.


Creating a more diverse and inclusive workplace is the right thing to do. But data also shows that diversity and inclusion can foster innovation, increase profits by as much as 33%, and make companies more adaptable to changing situations – and COVID-19 has shown us that the latter is especially important. Too, a simple reality is that our workforce is becoming more diverse. In 2019, according to a Washington Post analysis, most new hires between the ages of 25-54 were people of color. An increasing number of employees under the age of 30 identify as LGBTQ. In the last five years, our workforce has gotten older, and we’ve seen many more single parents in the workplace in the last forty years. In other words, most of us will work with people who may not share our lived experiences, our geographic memories, or our beliefs. Given this, it just makes sense to build a workplace where all employees feel valued, safe, and respected.


Feeling excluded, silenced, or singled out stinks. We can change that in our workplaces. How?

● Recognize the scope of “diversity,” “inclusion,” and “equity”

● Recognize and manage implicit bias

● Develop strategies for navigating difficult conversations

● Create and apply ways to practice bystander advocacy

● Continue conversations, trainings and workshops that foster an inclusive culture


There’s always time to make excuses and think of reasons to put DEI off until tomorrow - so let’s stop taking action and TAKE ACTION TODAY. Leave the excuses for tomorrow! Today you can learn more about what DEI is (from the fact based resources below). After you get an idea of how to spell D. E. I., then you can begin to understand what it means for you and your organization, by now you will know that it’s not one size fits all. What can be done now?

  1. Educate your people on why DEI is important to your organization, how we can all benefit, and what it means to the company’s success.

  2. Empower your people to take action and put DEI into action and have conversations with others inside and outside the company that they may not engage with in a typical work day.

  3. Measure the diverse engagements over time (Lattitude can help here) and iterate as needed - it’s not one size fits all and the needs of your team/org will likely change!


We bring combined experience in HR, diversity building, effective communication, mindset management, and culture change. We bridge a number of worlds, from business to the nonprofit sector to higher education. This gives us the perspective to work in any industry to support the creation of an empowered culture.


Are you struggling with the consequences of the Great Resignation? Do you want solutions that can work for your company and strengthen your organization?

Start by watching our short webinar, “3 Key Strategies to Turn the 'Big Quit’ Into Long Term Commit!” on our website here.





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