The Essential Ingredient for Workplace Motivation, Profit & Effectiveness

The CIPD, the professional body for Human Resource Management defines Inclusion as where diversity (difference) is seen as a benefit, and where perspectives and differences are shared, leading to better decisions. In the workplace, it is about welcoming all people irrespective of race, gender, age, disability, or other characteristics. It is about giving equal access and opportunities to all and eliminating discrimination and intolerance.

The business case for inclusion is well-established, and the research shows that good outcomes directly correlate with diverse teams and inclusive workplace environments.

Inclusion in the workplace leads to creativity, innovation, and prosperity. In simple terms, diversity and inclusion is good business.

When organisations promote diversity and inclusion it can lead to a sense of belonging. A sense of being part of an organisation that respects everyone, irrespective of their differences. This can help develop an inclusive culture that results in all employees, leaders and stakeholders feeling respected and valued.

Unfortunately, the oil, gas, and energy sectors have fallen behind other sectors in promoting diversity and inclusion beyond simply policies and compliance. In many other sectors, inclusion has become an essential part of leadership strategy. However, many reports have shown that the oil, gas, and energy sectors have a lot of work to do in this area.

Much of the conversation in the energy industries tend to centre on the inclusion of women in the workforce. It is important though that all cultural, ethnic, health and neuro-diverse, age and other factors are included in diversity and inclusion initiatives and programmes.

OGUK, the representative organization for the UK offshore oil and gas industry has stated that diversity in oil and gas, within the workforce and across ideas, “is necessary if the industry is to thrive”. In 2016, OGUK introduced a new award category for ‘Diversity and Inclusiveness’ at its annual industry awards. The most recent winner of this award was BP, whose efforts in this area have been extensive.

Effective diversity and inclusion management requires an inclusive culture and one that nurtures teamwork, participation, and engagement. We cannot just wait for employment laws to address these vital issues. The leadership of diversity and inclusion requires organisations that have appropriate policies, data, learning methodologies, recruitment approaches and a leadership strategy that, places these initiatives at the centre of their organisation.

A strong diversity and inclusion strategy can also help organisations attract top talent. Treating people fairly in recruitment, selection, training, development, and promotion helps organisations to build a reputation for being great places to work. This is an important motivator for all employees and in particular younger workers who may be considering joining the energy sector.

Research by Deloitte (2018) has also shown that organisations that apply diversity and inclusion best practices are:

  • 200% as likely to meet financial targets
  • 300 % more likely to be high-performing
  • 600 % more likely to be innovative and agile

Other research studies conducted over the last few years have shown that organisations that are diverse and inclusive have improved retention, lower turnover, improved retention, and improved decision-making. Research from McKinsey in 2018 also demonstrated that greater diversity in the workforce results in greater profitability and value creation.

All organisations need to make diversity and inclusion a key strategic aim and equip leaders and manager with the skills and competencies to apply the principles and strategies for becoming more inclusive. Oil, Gas and Energy organisations need to particularly work on creating a workplace where everyone feels able to participate and achieve their potential.

Energy Training Centre has introduced an exciting and very practical course – The Leadership of Inclusion. In the course participants will learn to recognise and remove the subtle, yet embedded practices, that can impede inclusion in your workforce.

This training course will highlight:

  • Work practices to improve inclusion in your workplace
  • Promoting and supporting diversity in the workplace
  • Recognising and removing embedded practices that impede inclusion
  • Challenges and obstacles to implementing an inclusion strategy
  • The business case for inclusive workplace practices