Workplace Inclusivity in a Diverse Cayman
Where did you travel to this summer or where do you intend to go on your next trip off island? Chances are that there is someone living in Cayman that may be from that place!!!
Cayman has also been billed as the Cuisine Capital of the Caribbean, so our mouths can explore a variety of flavours from lands far away right here at home!
But let me stop before you get hungry and drift off into daydreams of wonderful vacations.
The Census 2021 indicated that the population of the Cayman Islands was comprised of residents from 162 countries and territories around the world based on place of birth. If we look deeper into the Labour Force the statistics shows the diversity of ages, countries of origin, sex, level of education, persons living with different health conditions, persons with identified neurodiversity, the average number of children per female, and other interesting demographics. But this article is not a lesson in demography, it is an observation of all the potential social, cultural, and experiential learning opportunities that we have around us, without having to take an airplane!
How do we tap into that potential? How do we as co-workers learn to co-exist in the same space even with such diversity as illustrated in the categories above?
Inclusivity in the workplace means creating an environment where every person—regardless of identity, background, or ability—feels respected, represented, valued, and empowered to fully participate. It goes beyond mere representation (diversity) to ensuring that all individuals feel a genuine sense of belonging and can contribute meaningfully.
A co-worker—regardless of their role or title—can play a powerful part in promoting inclusivity in the workplace. Small, consistent actions can create a ripple effect that transforms team culture and fosters a more respectful, welcoming environment for all.
How can co-workers promote inclusivity?
Listen Actively & Respect Perspectives
Give colleagues space to share their thoughts without interruption or judgment—especially those from underrepresented backgrounds. Listening is foundational to inclusion.
Use Inclusive Language
Be mindful of pronouns, avoid assumptions about gender, background, or family structure, and steer clear of slang or jokes that may alienate or stereotype.
Speak Up Against Bias
If you witness micro aggressions, exclusion, or offensive comments—even subtly—address it respectfully or support the person affected. Silence can feel like complicity. Be aware of the provisions of the workplace internal policies such as the Anti-Bullying, Harassment & Discrimination Policy, and legislation such as the Solomon Webster’s Disability Act, and the Older Persons Act, and the Gender Equality Act.
Include Everyone in Conversations & Projects
Be intentional about involving quieter or underrepresented teammates. Inclusion means ensuring everyone has a voice and a role.
Celebrate Differences
Acknowledge and appreciate cultural holidays, different communication styles, and unique viewpoints. Recognising diversity helps foster belonging.
Be Aware of Privilege
Reflect on your own identity and how it might shape your workplace experience differently than others. Use that awareness to advocate for fairness and access.
Share Credit and Recognition
Acknowledge the contributions of others publicly and generously. Inclusive environments thrive when credit is shared, not hoarded. Use the provisions of the internal recognition schemes such as the Deputy Governors award, Chief Officer Award or departmental awards, or even just informal methods to let persons know that their contributions are noticed. Sometimes peer-recognition is the best recognition! I still cherish a simple gift of beautiful orchids that my former teammates presented me with to mark a special accomplishment!
Check In with Colleagues
Build relationships beyond work tasks. A quick check-in—especially if someone seems quiet or distant—can go a long way in showing care and connection.
Model Humility and Growth
If you make a mistake (e.g., misgendering someone), apologise, correct yourself, and move on. Being open to learning encourages psychological safety for others too.
Inclusivity doesn’t require authority—just intention. It may not be easy, but it will be worth it. Every employee can help shape a culture where people feel seen, heard, and respected. Your actions might inspire others to do the same!
