Starting with trust: how strong relationships create inclusive workplaces
The movement to make workplaces more inclusive has taken massive strides, however, a recent survey found that 90% of people with disabilities still don’t feel a true sense of belonging at work. Employers might be wondering, how can we bring inclusion to the next level and create workplaces where everyone belongs?
As an accessibility professional, I’ve witnessed how relationships transform work environments firsthand; and the way we form strong relationships at work is by building trust. Trust creates a climate of mutual respect, psychological and emotional safety, and dependability. Research backs up the connection between trust and satisfaction at work; in fact, employees from high-trust companies report 74% less stress, 50% higher productivity, 76% more engagement, and 40% less burnout when compared to companies with low reported trust.
Let’s level-up inclusion by working on relationships.
Inclusion + relationships = belonging.
Without strong relationships, our employees are at a greater risk of feeling socially isolated, burnt out, and dissatisfied in their roles. True inclusion at work is a win-win: Employees are happier, and companies have higher retention, productivity, and diversity. Here are a couple things we can do to get started: take a person-centered approach and use active listening.
A person-centered approach
A person-centered approach is exactly what it sounds like: We let each unique person guide us on how to best support them to be set up for success. When we start with trust, employees can feel safe and supported to be who they are and ask for what they need. Here are a few tips for using a person-centered approach:
- Be curious. Ask open-ended and clarifying questions and let them be the lead. We don’t want to make assumptions or generalizations about a person’s disability.
- Adapt your communication style. If your team member has an auditory, visual, or cognitive barrier, it will be helpful to explore inclusive communication methods (e.g., captions, transcripts, sign language interpretation, plain language, visual depictions, etc.).
- Check in continuously. Accommodations and needs are subject to change, and as inclusive employers we need to adapt on an ongoing basis.
Use active listening
Active listening differs from regular listening. Active listening sends the message that you are not only hearing them, you are understanding. You are showing that you have time for them and you care about what they have to say. Here are a few things to consider when using active listening:
- Your body language. Increase awareness of your body and take a calm, open stance to face the speaker. (If there is a significant difference in your height, you may choose to sit down).
- Eye contact is also important, however, the use of eye contact can differ depending on the person you are talking to. For example, a person with autism may use less or no eye contact when communicating.
- Avoid distractions. We must make an effort to stay present instead of thinking about work priorities, or what our next response is going to be.
Remember to maintain confidentiality when you have personal conversations with your colleagues. This maintains the trust we are trying to build, and promotes future positive interactions with this team member.
Putting these ideas into action
Practice your new skills by structuring relationship building opportunities into your workday. Here are a few ideas:
- Start your meetings with a “Question of the Day.” This is an opportunity to break the ice and get to know your team (e.g., what was the last thing that made you laugh?).
- Create opportunities for feedback. Some employees may not give or be ready to receive feedback without an established opportunity. Tune in with active listening and take the person-centered approach to discuss their growth.
- Stay open about challenges or roadblocks. This is a great chance to reflect and problem-solve as a team. Actively listen to different ideas and treat mistakes as learning opportunities.
- End your meetings with appreciation. Celebrate your colleague for a task they completed or a skill they have that you admire.
To feel like you belong, you must first feel known. With strong relationships founded upon trust, people feel safe to express who they are and ask for what they need. We must be intentional about building relationships in the workplace so that we can bring inclusion to the next level.
Cara Baudin (she/her) is an accessibility professional specializing in research, project management, and communications. She is a University of Victoria graduate with a B.A. in Psychology, and has worked in the non-profit sector supporting suicide prevention, adaptive recreation, and education. She is passionate about creating spaces where true belonging and inclusion exists.