Inclusive management: definition and implementation

Inclusive management is a managerial practice advocating the values of open-mindedness, empathy and diversity. The objective of this management method is, in fine, to create an inclusive and equitable working environment, respecting everyone’s differences. Let’s take a closer look at inclusive management, its benefits and the steps to follow to implement it within your company.

 

Inclusive management: definition

Inclusive management is about implementing a team management system that respects and values individuals in all their diversity. Adopting an inclusive management style in a company therefore implies integrating and valuing very different profiles within the team of employees, while creating a respectful work environment, in which all points of view and ideas are considered.

 

Why set up inclusive management?

Establishing inclusive management within your company is an effective way to fight against discrimination in hiring and at work. It is a company policy that respects individuals and their life path. This management method also makes it possible to highlight strong human values and a benevolent corporate culture that respects men and women, which helps to strengthen the company’s brand image. Inclusive management can be part of a CSR (Corporate Social Responsibility) approach and respond to societal issues of primary importance (gender equality, social inclusion, etc.).

With this management style, commitment, a sense of belonging and team retention are strengthening, while absenteeism and turnover are decreasing. Inclusive management helps employees feel valued, confident, and freer to take initiative, innovate and be creative on a daily basis.

In addition, by adopting an inclusive policy, the company’s performance can increase significantly, with up to 30% higher revenue per employee and higher profitability compared to its competitors, according to figures reported by Les Echos.

 

How to set up inclusive management?

• Training your managers in inclusion

Only 21% of French managers consider their training sufficient to enable them to manage situations related to inclusion in the workplace. Putting inclusive management into practice must therefore inevitably involve specific training in inclusive managerial practices. The managerial strategy applied by the manager must value employees and offer them equal opportunities, while respecting their individuality.

The training of managers in inclusion involves learning the following managerial skills:

• Knowledge of the jurisdiction governing discrimination in the workplace;
• Know how to recognize situations of exclusion at work in order to deal with them effectively;
• Knowledge of the different types of discrimination that exist in the workplace and their consequences;
• Establish practices conducive to the establishment of inclusive employee management.
  

• Raising awareness among teams of respect for employees

In this inclusive environment, a good manager must above all promote equality and mutual respect within teams, by effectively fighting against discrimination related to gender, origin, sexual orientation, religion, or state of health. He must Build a truly inclusive work environment, where the diversity of each employee is respected.

• Adopt tailor-made managerial tools

It will also be necessary to apply managerial methods adapted to each employee, in accordance with the personality, experience, level of expertise and needs of each employee.

The manager will be able to:

• Apply agile management tools : developing agility will optimize individual and collective performance, while respecting the skills and needs of each individual;
• Implement effective human resources management by valuing and developing the individual skills and strengths of employees within the company;
• Manage its strategic and operational objectives according to the SMART method (Specific, Measurable, Achievable, Realistic and Time-bound).
  

• Be intransigent in the face of exclusionary behaviour

As an inclusive manager, it is essential to be intransigent in the face of exclusionary behaviour. The latter refers to all inappropriate behavior within the team or organization, whether it takes the form of discriminatory speech or exclusionary attitudes. The manager must also be able to count on the diligence of his superiors, so that they react with possible sanctions, if necessary.

• Calling on an interim manager

Setting up inclusive management in your company is a long process, which requires the involvement of all members of the company, at all hierarchical levels. To ensure that this leadership style is well implemented over the long term, our WAYDEN is able to mobilise an interim HR Director specialised in the sector of activity concerned, to support your company in the implementation of an inclusive and sustainable management.