Creating an Inclusive Culture With LATAM Developers

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Rafael Timbó
By
Rafael Timbó
|
Chief Technology Officer
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Businesses spanning every industry are leveraging the power of cultural inclusion. Explore eight impactful inclusive behaviors transforming the technology sector and its organizations for the better.
Published on
April 18, 2024
Updated on
May 3, 2024

Companies worldwide are gradually realizing the importance of encouraging work environments where cultural inclusion takes center stage. In addition to turning the workplace into a safe space that recognizes people's differences, this initiative generates business success through innovation, creativity, and enhanced decision-making.

Despite its undeniable benefits, creating and maintaining an inclusive culture in tech presents several challenges. For example, misunderstandings, unconscious biases, and systemic barriers create friction and undoubtedly hamper progress toward Diversity, Equity, and Inclusiveness (DEI).

Overcoming these common obstacles and nurturing a sense of belonging among diverse employees requires dedicated effort and unwavering commitment. One effective strategy to bolster cultural inclusion is through hiring developers from LATAM. Growing multicultural teams with unique perspectives and life experiences offers valuable insights that often enrich organizational dynamics. This, in turn, paves the way toward achieving a more inclusive and diverse tech culture, more favorable business outcomes, and a secure bottom line.

What Is Inclusivity?

Inclusivity is a deliberate and active practice guaranteeing every individual, regardless of background, identity, or characteristics, is welcomed, valued, and respected within a given setting or community. In organizational culture, it also helps workers receive an equitable opportunity to participate and contribute towards common objectives as their authentic selves. Nevertheless, inclusivity extends beyond mere tolerance or acceptance, emphasizing recognizing and appreciating diversity in all its forms.

The history of inclusivity traces back to various social justice movements that advocated for marginalized communities' rights and equal treatment. From the civil rights era to the feminist wave to LGBTQ+ advocacy efforts, numerous individuals and groups have persistently fought to dismantle systems of oppression and foster more inclusive societies. Recently, the concept of inclusivity has evolved and expanded to encompass a broader range of identities and experiences, reflecting the increasingly diverse nature of our global community.

Diversity and inclusion in the workplace work hand in hand, forming a symbiotic relationship essential for developing genuinely equitable and thriving workforces. Diversity, at its core, is about representation. A lack of diversity results in missed opportunities for businesses and marginalized workers alike. On the other hand, inclusivity is also about observing the essential principles that create a tech culture in which differences lead to opportunity and collective improvement.

Principles of Inclusivity

Being inclusive is more than an organizational buzzword. Inclusivity drives positive social change and lets people's distinctive skill sets shine through. Here are some of the most essential principles of inclusion:

  1. Equity: This principle involves recognizing and addressing systemic barriers marginalizing certain groups. It promotes fairness and impartiality in policies, practices, and opportunities, leveling the playing field for all individuals — irrespective of ethnicity, sexual orientation, age, or other demographics.
  2. Accessibility: This principle entails removing physical, social, and economic obstacles to ensure everyone is able to fully participate and engage in all aspects of community life. In other words, accessibility allows individuals with diverse needs and abilities to contribute meaningfully and access resources and opportunities equally.
  3. Representation: This principle aims to reflect the full spectrum of identities and experiences within a community or organization.
  4. Empowerment: This principle seeks to give everyone a voice. It enables individuals to actively participate in decision-making processes that affect them.
  5. Continuous learning: This principle is based on ongoing education and awareness-building efforts. Its primary goal is to challenge biases and expand understanding among team members.

Why Is Inclusion Important in Tech Cultures?

Inclusion profoundly impacts innovation, productivity, and employee satisfaction within STEM companies. For decades, research has consistently underscored the positive correlation between diverse and inclusive work environments and enhanced performance outcomes in the tech sector. For instance, a widely-cited 2015 study, Diversity Matters, found that companies with diverse teams are more innovative and better positioned to capture new markets and drive business growth.

Inclusivity and diversity also play a pivotal role when attracting and retaining top talent in an increasingly expanding job market. Based on the findings in the above study, diversity-powered companies are more likely to find their match in remarkable individuals. Consequently, they tend to face lower turnover rates and higher employee engagement and satisfaction levels.

Additionally, inclusive tech cultures improve employee well-being and mental health. This often leads to added organizational commitment and employee motivation.

8 Inclusive Behaviors That Drive Strong Workplace Cultures

Organizations prioritizing DEI best practices unlock numerous benefits, including increased innovation, enhanced employee engagement, and sustainable profitability. However, building a strong and inclusive workplace culture is an ongoing process, not a one-time endeavor.

Consistent inclusive behaviors, from diversity hiring and recruiting to business strategy and policy, are instrumental in molding the workplace atmosphere. They encompass essential actions, attitudes, and practices.

1. Active Listening

This core communication skill involves fully engaging with others' perspectives and experiences without judgment or interruption. It validates others' contributions and builds trust, encouraging open communication in the workplace. As an inclusive behavior, active listening ensures all voices in your organization remain heard and considered, leading to better decision-making and problem-solving outcomes.

To implement active listening, organizations must minimize distractions. Create an inclusive environment where the listener is able to focus solely on the speaker, maintaining eye contact and avoiding interruptions. Also, encourage elaboration and wait until the speaker has finished talking to ask follow-up questions. Prompting the speaker to tell the whole story in detail will allow listeners to understand their message.

To confirm understanding, briefly summarize what you heard in your own words. Besides indicating you're paying attention, echoing other people's words enhances feelings of belonging and likability in social interactions.

2. Empathy and Understanding

Recognizing the experiences, feelings, and challenges of others creates connections, builds rapport, and cultivates a culture of inclusion and support in the workplace. This behavior promotes inclusivity by recognizing and valuing colleagues' diverse experiences and perspectives. Be sure to thoughtfully acknowledge other's perspectives and emotions before sharing your own viewpoint.

Practicing empathy and understanding in the workplace creates stronger bonds across teams and hierarchies. It also opens doors for support and assistance, creating feelings of belonging and well-being. Showcasing this inclusive behavior involves paying close attention to verbal and nonverbal cues and demonstrating genuine interest in what others share.

To further endorse inclusivity-oriented initiatives fueled by empathy, offer support and resources when team members and colleagues face personal and professional difficulties. Remember that while maintaining a team mentality is valuable in specific scenarios, you must also appreciate individual achievements. Celebrate success, both at a big and small scale, within your workforce.

3. Collaborative Decision-Making

Involving all stakeholders in the decision-making process, regardless of their position or background, is a prime example of inclusivity. It allows your organization to tap into its teams' collective wisdom and expertise.

This behavior forges a sense of ownership and buy-in among employees and leaders. At the end of the day, it enables your teams to pour forth greater alignment and commitment to organizational goals.

4. Psychological Safety

When individuals feel psychologically safe in the workplace, they're more likely to share their unique perspectives and ideas. This induces richer discussions that result in more efficient problem-solving across the board.

A safe environment helps build teams where members are more willing to learn from each other's strengths and weaknesses. This breaks down silos and empowers diverse workforces to collaborate more effectively.

5. Inclusive Language

Using words and actions that are respectful and inclusive of all individuals creates a more welcoming and trustworthy environment. Inclusive language allows everyone in your organization to feel recognized, which may encourage them to share more openly and participate in critical conversations.

This behavior is not about trying to conceal the diversity within your teams. Instead, it cherishes everyone's differences and sees the strengths in them. Furthermore, it pushes individuals to use their unique characteristics and perspectives for the greater good.

6. Bias Recognition

Sometimes, bias is so deeply ingrained within individuals that it's hard to recognize. However, admitting your own prejudices is the first step towards effectively pursuing a more inclusive workplace.

Challenging and addressing unconscious biases and stereotypes mitigate their negative influence on employees and their teams. Conduct audits to identify and prevent unconscious bias in tech hiring, promotion, and performance evaluations. Implementing diversity training, employee resource groups, and accountability measures to address and mitigate bias is also beneficial.

7. Equity and Fairness

Ensuring everyone has equal access to opportunities, resources, and recognition within the organization is fundamental to genuine inclusivity. It builds settings where everyone has a fair chance to accomplish their objectives.

Promoting diverse talent into leadership positions lets all types of viewpoints make their way to the boardroom. This seemingly obvious action shapes decision-making to favor underrepresented groups and creates a more equitable culture.

8. Assertive Leadership

As part of the leadership team, you represent your company culture most visibly. When leadership actively demonstrates inclusive behaviors, it sends a powerful message that everyone values and expects inclusion.

Holding yourself accountable for fostering inclusivity sets a standard for everyone else. This transparency builds trust and encourages open communication and constructive feedback about progress, challenges, and opportunities for improvement.

Create an Inclusive Culture With LATAM Developers

The modern tech workplace thrives on inclusive cultures. It is imperative than ever to explore this concept more deeply and implement strategies to build a stronger organization that celebrates everyone's differences. 

Revelo helps enrich tech culture within your business by connecting you with meticulously vetted talent from Latin America. We support you through onboarding and help manage payroll, benefits administration, taxes, and local compliance to boost talent engagement and retention, allowing you to focus on core business operations.

Contact Revelo and hire LATAM developers to build your organization's inclusive, capable, cost-effective tech team.

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