The Importance of Workplace Inclusivity and How to Encourage It During Women’s History Month and Beyond

Rochelle Ford, Chair & Professor of Public Relations, at the Communications@Syracuse program from Syracuse UniversityAs a public relations professional of 24 years, March is an important month for me as we celebrate Women’s History Month. For me, that means reflecting on the success of the women before me and the path they’ve courageously paved so that I can serve in the role that I have today.As a leader, I’ve had the opportunity to manage projects and work with some of the best talent in the industry. Perhaps doubly important, as an educator, I’ve had the rewarding responsibility of guiding and inspiring the communication professionals of the future. Women haven’t always had the platforms that I’ve been granted in my career, and it’s for that reason I feel a tremendous responsibility to continue promoting gender equality and ensuring that we’re constantly driving the conversation forward.One of the most important conversations I spark in my classroom is that of inclusivity. Whether gender-related, age, regionality or racial, my mission is to help my students understand the importance of inclusivity and the steps they can take to encourage it in their own work environments. So often, employers believe that simply hiring a diverse group of individuals is enough. But that’s only the first step. Even when diversity is represented in the office, it takes an ongoing, conscious effort from every colleague to promote a more inclusive environment. What’s so important for us to recognize is that the actions that challenge inclusivity can be so small, we often overlook them -- and worse, we accept them. When working to promote inclusivity, we must take two key steps: learning how to promote empathy and understanding how to combat microaggressions.Creating a culture of empathy within a company requires carefully planned initiatives, programs, and ongoing engagement from team members in every position and at every level. Creating mentor and affinity programs can connect employees with people with whom they may not have otherwise interacted. These programs help employees feel like they are part of a group that truly values their beliefs and opinions, and encourages all employees to better listen and connect with one another.Combatting microaggressions is the second key step. According to Dr. Derald Wing Sue, professor of counseling psychology at Columbia University, “microaggressions are brief verbal, behavioral, or environmental indignities, whether intentional or not, that communicate hostile, derogatory, or negative slights” towards people of marginalized groups. Employers can provide training programs for the company that educate on the influence of unconscious bias and the harmful effects of microaggressions. And employees who have felt microassaulted can also play a role in changing the dialogue by respectfully challenging this behavior. You might be surprised to learn how impactful it can be to simply ask a person to repeat or clarify their statement. Sometimes, though, a microaggressor still doesn’t understand the weight of their comment. I’ve found in those cases that it helps to use myself as an example, and talk about how I’ve “unlearned” certain behaviors. By not reacting sarcastically or in a condescending manner, I’ve learned that colleagues become instantly more receptive to my feedback.The greatest lesson I teach my students is that creating an inclusive environment is dependent on mutual respect, for the team and the broader goals you’re all working toward. Throughout the years, I’ve had the pleasure of working with some of the most brilliant and talented professionals of all ages and backgrounds, all actively creating change in their respective fields. I can’t imagine what the classroom or industry would be like had any of my colleagues felt unsafe or unsupported in their environments, and I hope that through the practice of inclusive behavior, they’ll never have to feel that way in the future. [author]About the Author: Rochelle Ford serves as Chair and Professor of Public Relations at Communications@Syracuse, the online Master of Science in Communications program from Syracuse University. Previous to joining the Newhouse faculty in 2014, Rochelle served as a faculty member and administrator at Howard University. Throughout her career, Rochelle has been awarded numerous honors for her leadership in the field, including the Public Relations Society of America’s national D. Parke Gibson Multiculturalism Award, the National Black Public Relations Society Founders Award and the International Award for Innovative Teaching, Learning and Technology. Rochelle earned a Ph.D. from Southern Illinois University at Carbondale, accreditation in public relations from the Universal Accreditation Board and graduate certificates in management and leadership from Harvard University.[/author]