Most company leaders know that diversity is the key to greater innovation and improved creativity at work. However, simply hiring a diverse workforce isn’t enough. If inclusion isn’t also part of the equation, many employees won’t feel welcome or supported. As a result, engagement can tumble, and turnover may rise.

Additionally, inclusion can’t be an afterthought if you want to increase its effectiveness. Instead, it needs to be an integral part of your company’s culture, which you should clearly demonstrate right when a new hire arrives.

Fortunately, developing an inclusion-first onboarding process isn’t as challenging as one might expect. If you aren’t sure where to begin, here are three ways to get started.

1. Highlight Inclusion-Oriented Policies

One of the easiest ways to showcase your company’s dedication to inclusion is to highlight related policies during the onboarding process. This can include diversity and inclusion-related missions and values, as well as employee policies or benefits that are designed to create an inclusive environment.

You may want to invite a diverse group of employees to speak with new hires about these points, as well. This can make them more impactful, as incoming employees may trust what your existing workforce has to say with greater ease than if it’s just coming from a manager or one human resources representative.

Plus, your current employees may have a better grip on the points that will likely matter most to new hires. As a result, they may discuss a detail that you’d overlook simply because they have a different perspective on the matter.

2. Focus on Rapport Over Productivity

During a new hire’s first few days, it’s normal to feel some pressure to get them to full productivity as possible. While it is wise to start handing them duties as soon as you can reasonably do so, don’t make that the bulk of their day.

Instead, focus on creating opportunities for them to build a rapport with others. For example, schedule a one-on-one meeting with them to learn more about their hopes and fears regarding the role, as well as their long-term career goals, so that you can become a source of support.

Also, have a teammate they’ll be working with closely take the incoming employee out to lunch (on the company dime) so that they have a chance to bond. Introduce the new hire to other workers and managers, and give them a moment to engage.

Essentially, by focusing on relationships over productivity, you’re helping the incoming employee get their footing. Then, they’ll have an easier time acclimating to the environment, boosting their odds of success.

3. Give the New Hire Some Space

While offering support and guidance is crucial, giving the new hire some space is also essential. Often, onboarding can be overwhelming, and it can be hard to take in all of the information. As a result, you want to make sure that incoming employees have some downtime for processing all they’re given.

Additionally, a bit of space can let them settle in on their own terms. While you should make it clear that they can always reach out and ask questions, also let them know that needing the occasional moment to recenter and decompress is also fine. Then, they’ll feel more comfortable acting in accordance with their needs, making the environment feel more inclusive.

We Can Help With Inclusive Hiring

If you’d like to learn more about how to develop inclusive hiring and onboarding practices, the staff at VB wants to hear from you. Contact us today.