Inclusion as a skill
Melissa Vink's research highlights the limited effectiveness of anti-bias training. Furthermore, such trainings should be part of a comprehensive diversity policy.
An extension to this is to consider inclusion more as a skill, and evaluate managers and employees accordingly. Concrete work points are then identified during the job interview and subsequently in performance appraisals.
By including inclusion as a skill that you prioritise among managers, you not only motivate them to attend inclusion trainings and workshops with attention. You explicitly signal the importance you attach to inclusion as an organisation.
Evaluate inclusion in 5 domains
Moderate
Does he/she ask for the opinions of introverted employees? Does he/she give space to unlike-minded people to speak during a meeting?
Ask for input
Can he/she indicate who will disagree with a particular decision? Does he/she ask for input?
Recognition
Does he/she recognise the contribution of others in their successes? Does he/she appropriate certain ideas during meetings?
Individualist or team player
Does he/she assume he/she knows more about certain things? Does he/she look down on others? Does he/she give the impression that others are less competent?
Multi-perspective
How does he/she handle conflict or disagreement within the team? Does he/she include all perspectives when explaining a decision?