The Platinum Rule for Creating a Culture of Diversity and Inclusion

From a young age, we were all encouraged to practice the Golden Rule-“Treat others as you wish to be treated”. This credo serves well in most cases. When everyone is coming from the same page, with the same desire for respect, and where values are held in a similar fashion, treating another human being as you wish to be treated is held in high regard.

In the business world, treating your employees, clients and associates in the manner you wish to be treated shows that you have confidence in your perception of what constitutes dignity, appreciation, and respect. You stand so firm in your beliefs, ethics and values, that you treat all of those around you in a way you consider to be valued and appreciated.

But, stop. The business world, especially, is getting smaller. With global markets and increased cultural diversity in the workplace, is it fair that we should hold the Golden Rule as the tenet for successful workplace behavior? In such a varied and diverse atmosphere as is common today, wouldn’t it be more productive to treat others in a manner they find respectful?

The Platinum Rule

To truly honor your team’s diverse culture, and forge an inclusive workplace environment, you must set aside the Golden Rule, and adopt, instead, the Platinum Rule – “Treat others as they wish to be treated”. When you take the time to understand where your team member, coworker, or customer is coming from, and relate to him or her from that place, you are demonstrating the highest respect and the most authentic form of inclusion in the workplace.

How Does Respect Look to You?

Everyone’s view of the world is skewed based on their unique culture, upbringing, socialization, and life experiences. Relatively speaking, respect has several very different meanings, depending on these cultural traditions, as well as social experiences. For instance, in many Eastern cultures, to look someone directly in the eye when speaking to them is a blatant show of disrespect. Conversely, in Western cultures, shifting your gaze while having a discussion can appear duplicitous and dishonest.

Beyond the obvious differences, there are veiled differences, which can impact your ability to create a culture of inclusion amidst a diverse group of individuals. Trying to get a handle on your co-workers definition of respect can be tricky. Seeing that your team members aren’t offensive in any way to one another is also rocky territory. In order to fully grasp another’s concept of respect and inclusion, you must get to know the person as an individual, and start from there.

Steps to Create an Inclusive Culture

In addition to in-place policies and procedures for dealing with differences in customs, lifestyle, and gender, there are steps you can take to set the tone for a workplace culture of inclusion and respect. These practices may seem obvious to many, however, by regularly reinforcing them with your team members, you demonstrate leadership’s dedication to forge an inclusive environment.

• Reward those who work well with others. Discourage exclusive groups and cliques. Practice zero tolerance for anyone who exhibits offensive behaviors toward diverse team members, including leadership. Have policies in place, if they aren’t already, for dealing with conflicts that may arise because of cultural differences.
• Provide ongoing opportunities for diversity training and make sure management, as well as leadership, including C level, attend. This demonstrates you are “all in” to create an inclusive environment.
• Review your company’s mission statement. Encourage team members to create their own mission statement. Conduct ongoing reviews of how your company’s mission is being met, and what improvements could be made. Encourage open and honest dialogue.
• Relax. It’s all too easy in the current climate to become hyper-aware and PC about everything you do in the professional world. Ask a coworker about his or her background. Learn something about that person, or his or her culture. It’s OK to reach out in a friendly, nonjudgmental way, and you may find more common ground than you realized.

It’s All About Trust

If your team members are secure enough to make themselves vulnerable, discuss an occasion when they didn’t feel respected, or they possibly felt hurt, you are bringing about an environment of respect and inclusion. Once leadership and team members are aware of these differences, the team only becomes stronger, it becomes less likely for employees to seek out opportunities with other companies, the environment is more productive and everyone wins-most of all the customer.