A patchwork quilt with the words "You Belong" stitched in.
Creating a diverse, equitable and inclusive environment can help make everyone feel that they belong. Credit: Tim Mossholder / Unsplash Credit: Tim Mossholder / Unsplash

In today’s diverse and interconnected world, fostering inclusion has become a critical goal for organizations. Creating a truly inclusive workplace requires the concerted efforts of all folks within an organization, and the individuals in Human Resources (HR) administration play a pivotal role in breaking down barriers to achieve this goal. By proactively addressing and eliminating barriers, HR administrators can create an environment where every employee feels valued, respected, and empowered. Let’s explore the key barriers to inclusion and how HR administration can effectively remove them to cultivate an inclusive work culture.

Barriers to inclusion

Barriers to inclusion refer to the obstacles, practices, or circumstances that prevent or limit the full participation, engagement, and belonging of individuals from diverse backgrounds within an organization. These barriers can manifest in various forms and can be both visible and invisible. They create unequal opportunities, hinder personal and professional growth, perpetuate systemic inequalities, and prevent individuals from fully contributing their unique perspectives and talents.

Barriers to inclusion can be rooted in social, cultural, organizational, or systemic factors. They can include biases, stereotypes, discriminatory practices, inadequate policies, exclusionary language, limited access to resources and opportunities, lack of representation in leadership positions, communication barriers, and other systemic or structural challenges.

The barriers that are often connected to HR administration include:

  • Bias and Stereotyping: Unconscious biases and stereotypes can impede fair decision-making processes, limit opportunities, and hinder diversity.
  • Lack of Diversity in Leadership: When leadership positions, that is executives or managers who hold position power, lack diversity, it can send a message that only certain individuals have the potential for advancement, creating barriers for underrepresented groups.
  • Inadequate Policies and Procedures: Outdated policies, procedures, and practices that are not inclusive can exclude or disadvantage certain groups, perpetuating inequality.
  • Limited Access to Resources and Opportunities: Unequal access to training, development programs, mentoring, and networking opportunities can hinder the progress of individuals from underrepresented groups.
  • Communication and Language Barriers: Ineffective communication channels, language barriers, and exclusionary language can prevent individuals from fully participating and sharing their perspectives.

READ MORE: Diversity is strength in nature and society

Seven activities for HR administrators to remove barriers

Removing barriers to inclusion involves recognizing and addressing these obstacles, dismantling discriminatory practices, promoting diversity and equity, creating inclusive policies and procedures, fostering a culture of respect and acceptance, and providing equal access to resources and opportunities for all individuals, regardless of their background, identity, or characteristics. HR administration plays a crucial role in removing barriers and fostering inclusion. Here are some strategies that HR administrators can employ:

  1. Raise Awareness and Provide Training: HR administrators should conduct awareness campaigns and provide diversity and inclusion training for all employees. By raising awareness about unconscious biases, stereotypes, and the importance of inclusivity, HR can help employees recognize and overcome their biases.
  2. Revise Policies and Procedures: HR administrators should review and update policies and procedures to ensure they are inclusive and equitable. This includes revising recruitment and selection processes, performance evaluation systems, and policies related to promotion and career development.
  3. Diverse Hiring Practices: HR administrators should actively promote diversity and inclusion during the recruitment and selection process. Implementing strategies such as blind resume reviews, diverse interview panels, and structured interviews can help mitigate bias and ensure fair evaluation of candidates.
  4. Leadership Development Programs: HR administrators should establish leadership development programs that specifically target underrepresented groups. These programs can provide mentorship, coaching, and networking opportunities to help individuals from diverse backgrounds progress into leadership roles.
  5. Employee Resource Groups (ERGs): HR administrators should support the creation and growth of ERGs, which are voluntary groups formed by employees with shared characteristics or interests. ERGs provide a platform for employees to connect, share experiences, and collaborate on initiatives that promote inclusion.
  6. Transparent Communication Channels: HR administrators should establish clear and transparent communication channels to ensure all employees have access to information, updates, and opportunities. This includes using inclusive language, providing translations or interpreters when needed, and encouraging open dialogue and feedback.
  7. Performance Management and Recognition: HR administrators should ensure that performance evaluations are fair and unbiased. They should also recognize and reward employees based on their skills, contributions, and achievements, irrespective of their background or identity.

Inclusion is a journey of creating an environment in which all individuals, regardless of their background, identity, or characteristics, are valued, respected, and provided with equal opportunities to fully participate, engage, and contribute. HR administration plays a critical role in removing barriers and fostering an inclusive work culture. Inclusion involves creating equitable policies, practices, and systems that ensure equal access to resources, opportunities, and benefits for all individuals. HR administrators can both challenge and dismantle discriminatory practices, biases, and stereotypes which can help organizations and harness the full potential of their workforce.

Jodi Rai

Jodi is a People & Culture + HR Consultant, Coach, and Trainer on a mission to create a world where humanity is prioritized in workplaces and their communities. She has reimagined the traditionally...