What are the Five Behaviors that Drive Workplace Inclusivity?

One of the landmark features of Aperian’s Inclusive Behaviors Inventory is the Inclusive Behaviors Model, providing a baseline framework for inclusion across five different dimensions. 

Those dimensions are: 

Inclusive Behavior #1: Learning About Bias

Learning all you can about biases – your own, or the ones of people around you – is critical to establish a more inclusive workplace. So, what sort of tools do you need to know in order to discover how biases play into the everyday work environment?

Download our Learning About Bias Quick Guide Here

Inclusive Behavior #2: Building Key Skills

What does your inclusive behaviors toolkit look like? Working to grow these behaviors in the workplace is a constantly evolving journey – and one of the keys to establishing a productive, happy workplace.

Download our Building Key Skills Quick Guide Here

Inclusive Behavior #3: Working Across Boundaries

When it comes to inclusive behavior in the workplace, becoming aware of unconscious biases and developing a set of inclusion skills is a great place to start. But how can you build on these key skills?

Download our Working Across Boundaries Quick Guide Here

Inclusive Behavior #4: Becoming a Champion

Becoming a champion for inclusivity is one of the best things you can do to foster a productive workplace. What skills, tools, and knowledge do you need to develop into one of these champions?

Download our Becoming a Champion Quick Guide Here

Inclusive Behavior #5: Getting Results

Getting results that matter is the object of every workplace inclusion effort. How can you ensure that your inclusion work helps to “move the needle” and create a happier, more productive workplace?

Download our Getting Results Quick Guide Here

Key Indicators for an Inclusive Environment

Along with the five dimensions, the Inclusive Behaviors Inventory also features three key indicators critical to creating an inclusive workplace:

• Psychological safety. Defined by Harvard researcher Amy Edmondson as “a shared belief held by members of a team that the team is safe for interpersonal risk-taking,” a psychologically safe work environment is critical for long-term success. This key indicator gives a look into just how psychologically safe your organization’s workplace is.

• Prejudice reduction. How can individuals help reduce the prejudices that build up barriers and increase negative attitudes? This indicator shows an individual’s progress on items that can contribute to prejudice reduction – like spending time with individuals from different groups and – and build greater empathy and collaboration. 

• Leadership. How are you progressing as a leader looking to create an inclusive workplace? This added indicator for people managers gives leaders the insight they need to grow. 

Interested in Learning More About the Inclusive Behaviors Inventory?