- Inclusion Strategies in the Workplace: Hiring, Culture & ERGs - May 20, 2025
- The State of Job Descriptions: Trends, Best Practices, & AI-Powered Optimization - April 8, 2025
- Transparency in Job Postings: How to Set Realistic Expectations - January 31, 2025
Workplace inclusion means building an environment where every employee feels respected and valued, which motivates them to do their best. So your inclusion strategies shouldn’t just be an afterthought.
It’s more than just bringing diverse people together. It’s also about fostering true belonging, which drives engagement, innovation, and success. Inclusive companies are equitable and more effective at dealing with change.
Performative statements are insufficient to express inclusiveness. Today’s candidates and employees demand that diversity and inclusion be part of a company’s operations. This blog explores strategies for creating a workplace where all employees feel welcome.
Inclusion Strategies for Hiring
Hiring Individuals with Criminal Records
Fair chance hiring provides significant advantages for both businesses and society. Companies can access a large pool of available talent (as many as 1 in 3 Americans have some type of criminal record). Employers may also qualify for the Work Opportunity Tax Credit (WOTC), offering up to $9,600 per hire or other financial incentives that compensate for the cost of hiring. Providing former inmates with jobs is the fastest way to achieve the desired rate of decline in crime, and thus, it is a real source of community stability and development.
Further, an Indeed survey showed that 96% of workers said they would prefer to work for an organization that uses fair chance hiring practices, while other research shows that fair chance hires are strong performers.
Ban the Box
The Ban the Box campaign encouraged companies to eliminate the checkbox asking applicants about previous criminal records to support fair hiring. The goal is to ensure that candidates are initially evaluated based on their abilities and work experience rather than their ex-convict past. Ban the Box has been adopted by over 35 states and 150 cities and counties. Target, Starbucks, and Walmart have implemented similar programs internally. Starbucks has even conducted background checks only after extending a conditional offer of employment.
Second Chance
Another initiative called the Second Chance normalizes hiring individuals with criminal records. It involves adjusting internal policies, investing in reentry programs, and educating hiring teams on inclusive practices. JPMorgan Chase, PepsiCo, and Verizon have publicly committed to this practice. JP Morgan eliminated questions about criminal records from initial job applications and worked with external partners on resume and career coaching services to help previously incarcerated job seekers.
Fair chance hiring starts with inclusive job descriptions. So, avoid overly strict requirements such as “clean background check” or “no criminal history.” Focus on the skills, qualifications, and other essential traits needed. Use plain language, avoiding corporate words or jargon such as ‘rockstar’ or ‘ninja. Specify tasks and qualifications required by the candidate to perform the job. To attract ex-felons, include a statement that explicitly welcomes formerly convicted applicants. So, scan your job postings with tools like Ongig that flag exclusionary language and suggest more inclusive alternatives.
Also, consider removing criminal history questions from the initial application to make your whole application more inclusive. Train recruiters and hiring managers to recognize unconscious bias and conduct fair assessments, prioritizing skills and growth potential.
Creating an Inclusive Workplace Culture
Being a Better Ally
Allyship in the workplace is one of the most effective inclusion strategies. It happens when employees support, advocate for, and amplify the voices of their colleagues from marginalized groups. It also actively confronts biases surrounding inequality, destroys systemic barriers, and promotes diversity and fairness. Effective allyship requires continuous learning, empathy, and using one’s influence to create a work environment that makes employees feel valued and motivated to succeed.
Additionally, a genuinely inclusive workplace involves allyship, where everyone feels safe expressing themselves without fear of judgment or retaliation. Allyship ensures everyone can access equal internal mobility, promotions, and learning opportunities.
Inclusive workplaces supported by allyship experience better employee satisfaction and retention rates. They are also more productive, innovative, and capable of better decision-making. In a study by Bentley University, employees in organizations with a culture of allyship report feeling greater happiness and are more likely to go above and beyond for their employers. So, they are 50 % less likely to leave, 56 % more likely to work to improve their performance, 75 % less likely to take a sick day, and up to 167 % more likely to recommend their organizations as great places to work.
How to be a good ally
To be a good ally, one must know one’s privilege. Recognizing one’s biases and how they impact one’s decisions and interactions can help people become more considerate of others. Attending unconscious bias training sessions or taking the Implicit Association Test (IAT) can help discover personal biases.
True allyship requires active listening. Listening to people from underrepresented groups shows respect and a genuine desire to learn from their point of view. Get to know colleagues from different backgrounds and cultures. Attend cultural events and celebrations to understand them better. Researching privilege, systemic oppression, and social justice issues also helps gain a bigger perspective on how privilege operates.
Recognizing Cultural Celebrations (e.g., Juneteenth)
Remembering non-native cultural celebrations is a giant leap towards embracing inclusion. Celebrating them shows recognition and support towards the histories and experiences of those in the minority, reinforcing belongingness in the workplace.
As the writer Opal Lee pointed out, “We are not really free until all of us are free.” Hence, Juneteenth is marked as an occasion to reflect, educate, and celebrate the freeing of the enslaved people.
Civil rights activist Angela Davis has pointed out, “It is not enough to be non-racist; we must be anti-racist.” By actively celebrating cultural holidays, organizations can go beyond being aware to intentionally being strong allies. Celebrations show strong solidarity and respect for other identities, resulting in higher employee morale.
To quote Maya Angelou, “Do the best you can until you know better. Then, when you know better, do better.” The commemoration of Juneteenth Day can be considered the moment when teams ‘know better’ and thus become open to cross-cultural empathy and understanding on a deeper level.
Understanding Identity Terms (Latino vs. Latinx)
Using inclusive language is essential to honoring diversity. Words like Latino, Latina, and Latinx have changed to adapt to the shifting identities within the Latin American community. Although the term Latinx has become popular as a gender-neutral variant, some people still do not adopt it. Others would instead be called Latino, Latina, Latine, or just by the country where they were born.
It’s essential to ask for the language that feels right to the person instead of making assumptions. Using culturally authentic and inclusive language fosters psychological safety and guarantees that all employees are heard and respected.
Empowering Employee Resource Groups (ERGs)
What Are ERGs & Why Do They Matter to Your Inclusion Strategies
Employee Resource Groups (ERGs) are voluntary employee-led groups that help promote inclusive workspaces by connecting those with shared identities, interests, or experiences – race, gender, sexual orientation, ability, or military background. The main objective of these groups is to establish a safe environment where employees can express themselves, be understood, and receive support.
ERGs play a crucial role in promoting inclusion, retention, and engagement. According to Radius’ Global ERG Impact Report, 99% of respondents said employee networks positively impact their organization. 94% felt that employee networks influence change. And 93% said that employee networks contribute to their sense of belonging.
Additionally, ERGs, as one of your inclusion strategies, act as cultural advisers to management. They give feedback on workplace policies and practices, directly connecting people at different levels.
Best Practices for Successful ERGs
To ensure your ERGs are impactful and sustainable, here are four key best practices:
- Set Clear Goals
Every ERG should have a definite purpose and measurable goals. Whether it is about enhancing cultural diversity, supporting career advancement, or enabling a friendly work atmosphere, goals should be clear to ensure their focus and long-term success.
- Provide Executive Sponsorship
Executive sponsors provide visibility, influence, and strategic alignment. Their active involvement can increase ERG’s influence within the leadership and help secure approval.
- Offer Budgets and Resources
Investment indicates that companies value their ERGs. Providing ERGs with the tools, training, and event support will help them arrange meaningful activities and reach out to more employees.
- Encourage Intersectionality
Acknowledge that identities are complex and overlapping. ERGs should work together across sectors and create space for members from multiple communities. Doing this unties people in the organization and could bring a broader range of perspectives into the conversation about diversity and inclusion.
- Train ERGs
A successful ERG needs training. To build connections, conduct training on topics such as unconscious bias, leadership, and communication. Combine it with fun activities like virtual coffee chats, speaker series, or dance parties to build inclusivity and a sense of community.
Metrics & Accountability for Your Inclusion Strategies
Why Your Inclusion Strategies’ Metrics Matter
When it comes to inclusion efforts, tracking progress is just as important as making it. Therefore, measuring your inclusion strategies helps your leadership team and HR professionals understand what’s working and where there’s room to grow.
Plus, it’s not just about doing the right thing. Companies with inclusive cultures often see higher revenue, better employee engagement, and are more likely to attract top talent.
Start with Inclusion and Belonging Surveys
A great way to get honest feedback is through anonymous surveys. So, ask team members how included they feel, if they have a safe space to share personal experiences, and whether they feel your workplace supports different perspectives.
These surveys can reveal blind spots and unconscious biases that may still exist. Over time, you’ll gain a better understanding of what a truly inclusive environment looks like for your unique workplace.
Track Diversity Hiring and Promotions
To build a diverse workforce, you’ll want to track who is being hired, promoted, and leaving the company. So, look at your hiring process through the lens of ethnic diversity, religious background, job roles, and minority groups.
Also, review whether people of color, women, and individuals from lower-paying jobs are being given the same talent development opportunities as others. This helps avoid a toxic workplace culture and supports real change, not just surface-level D&I efforts.
Share the Results of Your Inclusion Strategies and Stay Transparent
Transparency builds trust. So, sharing the results of your inclusion initiatives — both wins and challenges — shows that your organization’s effort is real.
Additionally, post key findings in common areas, internal newsletters, or company meetings. Let your inclusion committee or leadership team respond with new ways to improve based on feedback.
When your company culture reflects your company values, a prospective employee is more likely to see your business as a great place to work.
Inclusion is a Shared Responsibility
Measuring inclusion isn’t just a box to check. It’s a part of creating a true culture of inclusion that benefits everyone. According to Boston Consulting Group, companies that focus on the benefits of workplace diversity and get leadership buy-in are more likely to succeed.
When everyone, from the CEO to new hires, feels part of the process, your inclusion strategy becomes more than just a legal requirement. It becomes a part of how your team grows, supports one another, and sees value in diverse perspectives.
Why I wrote this:
Building an inclusive workplace requires more than good intentions. It involves implementing inclusion strategies across hiring, culture, and employee experience. Fair chance hiring expands your talent pool. Allyship fosters trust, psychological safety, and equal opportunity. Well-supported ERGs sustain connection, retention, and cultural awareness.
But inclusion isn’t just a box to tick off—it’s a long-term journey of listening, learning, and evolving.
You can begin by evaluating your job descriptions. Are they inclusive? Tools like Ongig’s Text Analyzer can help you detect biased language and rewrite it to attract diverse talent. Contact us for a demo.
