How Can We Promote Inclusivity to Prevent Groupism at Work?

Promoting Inclusivity to Avoid Groupism

To avoid groupism in an organization, it is important to promote a culture of inclusivity, transparency, and fairness. Encouraging open communication and collaboration among employees helps in breaking down silos and fostering a sense of unity.

Establishing Policies to Discourage Favoritism

Additionally, establishing clear policies and procedures that discourage favoritism and promote merit-based decision-making can help prevent the formation of cliques and biased group behaviors. Providing training on diversity and inclusion can also raise awareness and sensitivity towards the negative impacts of groupism.

By promoting a culture of respect, equality, and professionalism, organizations can create a more harmonious and productive work environment for all employees.

Effective Ways of Avoiding Groupism, as per my experience, are:

• Ensure a different mix of people from diverse regions, religions, cultures, etc., in the team/groups so that no bias or favoritism is created by people from the same backgrounds.

• Group employees at near similar age groups, if possible, depending on the structure and requirements of the company and assignments.

• Implement a communication policy adhering to one common language for communication in the office, depending on the nature of the company. Sometimes, people speaking in their native languages to their "friends" or "groups" can make other people feel uncomfortable or ignored.

• Encourage involvement from team leaders, managers, and supervisors in bringing the team together as one unit, promoting the common cause, and resolving team issues amicably.

• Keep official business communication on mails or official channels only; every business communication should be "on paper."

• Ensure seating arrangements of employees are allotted by management as per the requirements of the assignments.

• Implement effective rotation of employees in the business processes, if possible.

Best Wishes,

Hussain

Greetings,

Is your question related to any particular situation in your company? Please share background on this.

Years back, I had a discussion with a Head of HR at an MNC in the food sector. The incident that he shared was that a unit had suddenly reported forming a union. This was an escalation that they turned around. This is what he did:

- He appreciated the effort of the employees who had formed it.
- He acknowledged they required management representation.
- He further discussed and declared the ownership.

Here's an article which deals with the exact opposite situation in team building. [Team Bonding - Hocus pocus](http://citeman.com) *(link updated to site home)* ([Search On Cite](https://www.citehr.com/results.php?q=Team%20Bonding%20Hocus%20pocus) | [Search On Google](https://www.google.com/search?q=Team%20Bonding%20Hocus%20pocus))

Regards, (Cite Contribution)

Isn't there groupism in other cultures? One only needs to look at non-secular countries that profess to rely on one religion and see whether there is any groupism.

Have a nice day.

Regards,
Simhan

Dear Punit, As Nobomita rightly says, please provide some background information about the need to raise such a question. Are you a student asking this question? Or are you facing some problems at work and trying to find solutions?

Have a nice day.

Simhan

Dear Mr. Punit,

I have understood your query. I agree with Mr. Hussain, who explained the process in detail. The formation of informal groups has a concrete reason behind it. Groupism or informal groups, if not controlled, can create instability, break unity, reduce productivity, and much more in any organization.

1) In the international region, groupism is only confined to religion and culture. This will not have any impact on the organization.

2) Another kind of groupism (but not informal groups) revolves around a person whom they consider everything as he may be guiding them in the right way. Such kind of groupism doesn't cause any harm to the organization unless there are no other employee-related issues.

3) In Indian organizations/factories/educational institutions, informal groups will result in the formation of a union as they want their demands to be fulfilled. Management needs to concentrate on how their demands can be met or sorted out without losing much.

Your query is how to avoid groupism in the organization?

1) If you really want to avoid groupism or the formation of informal groups, then don't allow anyone to dominate or raise their voice or speak much against anything that attracts like-minded employees. The reason for the formation of informal groups can be anything like employee benefits, compensation issues (on a broader spectrum), superior domination, etc.

This will lead to informal meetings/gatherings between like-minded employees where they will start discussions about various matters pertaining to their issues. The one who is bold enough to dare and meet all consequences will lead the informal group because he is supported by the team that formed itself.

If someone is trying to spoil the work culture purposefully, maybe he is adamant, arrogant, having a political background/support, or whomever he may be, there is a way to deal with such employees. Please build a file against him and fire him so that others can learn not to repeat such mistakes.

2) Initially, management should conduct meetings once a month with respective heads to ensure that everything is fine. Cross-check whatever information is received from respective heads about their team by having a meeting with respective employees. Sort out the differences by initiating corrective measures without giving any false commitments. The relationship between management and employees should be transparent, mutual, friendly, and employees should feel like it's their own family.

3) Management should have complete information about everyone's activities, behavior, approach, achievements, etc.

4) Don't extract too much work from your employees for which they are not compensated.

5) Develop your employees; in turn, they will develop your organization.

I have already handled two unions in my ex-organization: non-teaching staff and teaching staff. You better update yourselves with labor law so that you can handle all issues. But always remember one thing, "Problems are self-created, find a way to solve it rather than delaying it. Precaution is better than cure."

With profound regards

Dear M. Anis,

Assalaamu alaikum.

In fact, it is pragmatic, and I had given inputs based on the same. We need to treat employees as human beings and consider everything on humanitarian grounds. An authoritative way of dealing will make the situation worse as employees are educated, civilized, matured, and wise enough to decide the best and read between the lines.

With profound regards,