Workplace: Cultivating Connection, One Gesture at a Time
Lunch breaks: A Gateway to Inclusion
Welcome to The Inclusion Room — a space where literature, science, and storytelling meet to unlock the power of diversity, inspiring both personal and professional growth.
Dear Readers,
I hope this letter finds you well!
As we continue to reflect on the nuances of inclusion in our professional environments, I’d like to share some experiences that have deeply shaped my perspective on how we welcome newcomers.
Inclusion starts at Lunch
When Elena started her job, no one welcomed her, showed her around the office, or invited her to lunch.For four years, she often had lunch alone.
But Elena is tenacious: she would sit wherever she found an empty chair, try to break the ice with her colleagues, and teach, through her curiosity, the value of being open to others.
I share this story because it made me reflect on the role of colleagues as catalysts for integration, especially for those like me who have lived abroad for many years.
During my expatriate years, I was fortunate to be welcomed by teams that not only supported me professionally but also offered a precious social network. Moments like coffee breaks or lunch in the cafeteria were essential for building relationships and immersing myself in the local culture.
Today, however, I notice a shift. Remote work, individualistic habits, and open offices have reduced the importance of these rituals, creating a subtle distance between people.
Don’t get me wrong, I’m a big supporter of remote working and couldn’t live without it anymore. But I’m also aware that for those who, like me, have frequently changed work environments, these relationships are an indispensable safety net.
Nowadays, with colleagues coming to the office randomly, others committed to intermittent fasting, and the anonymity of open spaces, even sharing a meal has become a challenge.
I have a special thought for the younger generation entering the workforce in this context. As a former manager, I am convinced that the first days of a newcomer’s experience are crucial in shaping the rest of their journey in the company.
First impressions matter.
A well-organized onboarding process is not just a formality: it’s essential for retaining new hires and will have a direct impact on their performance.
Some data illustrates this clearly:
4% of employees leave their job after a bad first day.
70% decide whether to stay or leave within the first six months.
Companies with effective onboarding processes see 33% higher engagement among their employees.1
A practical tip for managers:
Don’t let your new hires wander through the cafeteria with a tray in hand, searching for an empty seat. No one likes that discomfort. At least for the first few days, arrange a welcoming committee or invite them to lunch. This small gesture can make all the difference.I’ll delve into this topic in a future post, but for now, I want to end with a precious memory.
A beautiful example of inclusion:
In one of my previous jobs, my new colleagues would run together almost every day during lunch breaks. Not being very sporty, I struggled to keep up with them.
So, on Thursdays, they introduced the Slow Run to include me in their activities.
I have a beautiful photo of me leading this group, slowing down to move forward together and go further. It’s an image I carry in my heart.
A digitally created image by the author, based on the real one
The challenge for you:
🤝 What do you know about your new colleague? Invite them to the cafeteria and ask them something about themselves.
🍝 If you’re a manager: are you sure your new hires have someone to share lunch with?
If you think these reflections might be useful to someone you know, feel free to share this post.
Thanks for reading The Inclusion Room, subscribe to receive new post.I hope you enjoyed our time together, and I look forward to seeing you in the next post!
Join the Conversation
Do you have an inspiring onboarding story? Share it with us in the Inclusion Room in the comments.
Dream Team - Ludovic Girodon
Your slow run day is what I needed. The organization I’m working for has a running group that meets in the evening twice a week. I’ve gone twice. Both times they left me in the dust, panting and out of air. We were running through residential neighbourhoods, and I lost the group both times. So as a result I don’t run with them.
The secondary effect is that I also don’t associate with them at work.