Inclusivity is found to have direct impact on employee happiness and productivity, thereby, their well-being.

Employees who feel their organizational culture respects inclusivity tend to be more authentic at work. A supportive workplace motivates employees to be who they are without putting out a façade.

But how do we achieve this in an organization? How can employees bring their whole selves to work?

The answer lies in the process of crafting the organizational climate & build an all inclusive workspace, where employees can bring their whole selves to workplace, provided employers provide an environment that makes them unique.

What does bringing your whole self to work mean?

It means employees must feel empowered and comfortable to bring all parts of their identity to work, including their background, beliefs, sexuality, health and well-being.

While employees maybe ready to bring their whole selves to work, the pressing question is:

Is the organization ready to build that space?

 Most managers acknowledge the importance of establishing inclusive work settings where all individuals can feel psychologically secure and thrive. However, there remains a considerable amount of effort required to transform this ideal into a tangible reality.

Encouraging Employees to Bring Their Whole Selves to Work: The Kognoz Framework

To encourage & motivate employees to bring their whole selves to work, we’ve put together a framework that can be used as a guideline.

• Diversity : an initiator
  Diversity is a critical element & initiator of change for organizations that wish to cultivate strong workplace cultures. From ensuring fair performance reviews to avoiding discrimination of any form or type and fair workplace policies, a diverse workforce aids organizations to ensure they are building a genuine environment that gives employees the confidence to be their authentic selves.A diverse workforce plays a pivotal role in fostering an authentic environment where employees feel comfortable being their true selves. The collision of different viewpoints often leads to fresh insights and novel approaches to challenges.
• Inclusivity in organizational processesInclusivity is to be embedded into the organizational processes and activities. Studies have shown that employees achieve increased motivation, resilience, and creativity when their job aligns with their values, and when they feel valued.Inclusivity in organizational processes is about deliberately incorporating diversity and creating an environment where every individual feels valued, respected, and empowered to contribute their unique perspectives and talents. It goes beyond just having a diverse workforce; it involves actively involving employees from different backgrounds, experiences, and identities in decision-making processes, problem-solving, and strategic planning. When inclusivity is deeply embedded into organizational processes, employees are more likely to experience a sense of belonging and alignment with the company’s values and mission. They feel that their voices are heard and that their contributions are valued, which leads to increased motivation and commitment to the organization’s goals.
• Foster psychological safety at the workplacePsychological safety is essential for creating a thriving and inclusive environment. When employees feel psychologically safe, they are more likely to take interpersonal risks, share their ideas, and voice their concerns without fear of retribution or judgment. This sense of security fosters open-communication, collaboration, and trust among team members. When individuals feel accepted and valued for who they are, they are more likely to be engaged, creative, and innovative in their roles. This authenticity contributes to a positive work culture, where diversity of thoughts and perspectives are celebrated and embraced. Organizations that prioritize psychological safety witness higher levels of employee engagement, improved team dynamics, and increased productivity. Employees feel empowered to share their ideas and take on challenges, knowing that their contributions are valued and respected.
• Promote equityWhen employees are treated equitably, they feel valued, respected, and supported, which, in turn, contributes to their sense of psychological safety. They are more likely to be authentic and bring out their true selves because they know they will be treated fairly and without bias.Promoting equity in the workplace is not only the right thing to do; it is also beneficial for the organization. Research has shown that diverse and inclusive workplaces lead to higher employee engagement, increased innovation, and better business outcomes.The focus should shift from merely assessing what an employee can contribute to a company to a broader perspective that emphasizes optimizing the working conditions and developmental prospects for employees. This approach ensures that individuals feel genuinely appreciated for their entire selves. When employees feel free to show their true, authentic selves, it can lead to better workplace relationships, greater trust, higher productivity and boosts overall business.