Committing to the core value of Inclusivity can have a powerful, positive impact on your organization's culture and long-term performance.
As an executive recruiter and a Human Resources professional, I have watched candidates assign increasingly higher importance to their need for an inclusive work environment. I’ve also heard candidates ask increasingly specific questions about a potential employer’s commitment to diversity, equity, and inclusion. Whether the concept is called “DEI” isn’t what’s important. Here’s what is: when I’m able to provide real facts about a company’s stance on inclusivity and real examples of their diverse, equitable, and inclusive work practices and environment, I see candidates’ eyes light up and their level of engagement tick up immediately.
These are the values that attract – and retain – top talent. That’s because, for these candidates and the companies who hire them, they’re not just words on a page. Truly inclusive organizations don’t simply describe their commitment to the concept. They offer living proof of their commitment to fostering a safe, welcoming workplace where everyone feels respected and supported.
Matt Hugdahl, Senior Group Director of SkyWater Search Partners’ Accounting and Finance practice, describes how the simple phrase, “Don’t be a jerk,” became the deciding factor for a talented candidate who valued honesty and a sense of belonging and recognized it when they found it in their future employer.
There are powerful lessons in that story, not just for that one happy hire, but for every leader and hiring manager who is ready to explicitly communicate their stance on inclusivity and safety for all. As you look for ways to strengthen your current team and improve your recruiting strategies going forward, consider how your organization incorporates these eight core values.
By creating an environment where every individual—regardless of their background or identity—feels heard, you foster collaboration and trust. It signals to employees, including transgender team members, that their contributions matter and their voices will be amplified, not overlooked.
By noticing, encouraging, and recognizing how employees approach each other with empathy, you create a culture that respects individual journeys, challenges, and lived experiences. Leading with empathy first sends a powerful message that kindness isn’t optional; it’s essential for building strong, meaningful connections within the workplace.
Sometimes, the task of helping a team become truly inclusive and welcoming can feel a little daunting. It’s important to help others recognize how behaviors that used to seem “harmless” can have unintended, but deeply hurtful impacts on others. But there may be moments when others struggle to recognize the need for a habit change. At those moments, it helps to focus on the bare basics. Excluding others from discussion, idea exchanges, credit for good work, or even friendly, informal break room conversation can be hurtful. It’s also unnecessary. Everyone on your team already knows that. Changing habits might take some effort. But when you pledge to lead a team that is inclusive and kind, you establish a non-negotiable expectation for the workplace.
Does everyone on your team come to work every day believing they’re a welcome, valued part of the team? Ensuring that everyone has that sense of belonging goes way beyond surface-level inclusion statements or checking something off the list. It is a deeply held priority that demands focus, awareness, and action. This is especially important, yet lacking, for transgender and underrepresented individuals. It’s a promise to cultivate an environment that values authenticity and celebrates diversity.
There’s a subtle difference between showing someone respect and treating them with dignity. Both lie at the very heart of any thriving workplace. Most of the time, they’re also inextricably linked to each other. But while respect is something we can earn, lose, or give others based on their role or position, dignity is not. It is what we all deserve, whether to our faces or behind our backs, regardless of race, gender identity, sexual orientation, religion, ability or disability, class, or anything else. For candidates and employees, a team that honors the dignity of all human beings is a team that notices aggressive, belittling, or exclusionary behaviors. It is a team that stands up to those behaviors, never turning a blind eye.
Are you fostering a culture of mutual support and shared success, or one where employees relentlessly compete with each other, creating toxicity that permeates every aspect of the workplace? An organization that rewards team behaviors, mutual growth, and shared successes is a workplace where collaboration triumphs over exclusion, and team members drive higher performance for the entire team.
This bold, unwavering statement defines the boundaries of acceptable behavior. It says that discrimination, microaggressions, and harmful behavior will not be tolerated under any circumstances. while clearly defining the boundaries of acceptable behavior. Period. Managers and colleagues who stand by this value convey a sense of safety to all employees. It assures all team members that they are part of a workplace with zero tolerance for injustice.
Acknowledging differences while emphasizing respect is what makes diversity work. By encouraging open-mindedness and valuing varied perspectives, you create a culture that thrives on innovation and celebrates the unique contributions of every individual.
Each of these eight inclusive core values represents more than just ideals. They are vital in communicating that your organization prioritizes the well-being, safety, and engagement of its employees. Leaders who embed these values throughout their company culture not only create a supportive work environment but also gain a competitive edge in attracting top candidates who share these values.
Whether you’re refining what your business stands for or working to implement a new sense of belonging in your workplace, it’s important to remember that having inclusive core values is just the first step. Living by them every day sets the standard that your employees and candidates will respect and admire.
At SkyWater Search Partners, we help employers build high-performing teams by finding and engaging top candidates across broad, diverse networks of talent. If you would like to know more, please reach out to one of our practice experts or to me personally. We would love to talk!