Inclusive leadership as defined is: “leaders who are aware of their own biases and preferences, actively seek out and consider different points of view and perspectives in order to make better decisions. They view diverse talent as a source of competitive advantage and inspire diverse individuals to drive organizational and individual performance toward a shared vision.”
This #Transformation Tuesday let us understand the significance of inclusive leadership in the work environment.
We live in a diverse business environment. It’s not just our workforce that varies. There is also variation in the customers we want to attract, the messages we share or consume across various platforms, and the markets we want to enter.
All of these elements are balanced by inclusive leadership – inclusive leaders adapt quickly to diverse scenarios. They look at things from alternate perspectives with an open, non-judgmental mind to achieve the best results possible. And research shows that when done correctly, there are numerous advantages; teams perform better and more collaboratively and make better overall decisions.
Key Characteristics of an Inclusive Leader:
They demonstrate a genuine commitment to diversity by challenging the status quo, holding others accountable, and making diversity and inclusion a personal priority.
- They are humble about their abilities, admit their mistakes, and make room for others to contribute.
- They are aware of personal blind spots as well as system flaws and work hard to ensure a meritocracy.
- They approach others with an open mind and a deep curiosity, listen without judgment, and seek empathy to better understand those around them.
- They are sensitive to the cultures of others and adapt as needed.
- They empower others, pay attention to the diversity of thought and psychological safety, and prioritize team cohesion.
Three steps to promoting Inclusive Leadership in the workplace:
1. Inform stakeholders. Identify those who have a financial investment in your company and keep them up to date on new company developments, as well as inform them that the transition to inclusive leadership is both exciting and profitable. Lead with research, energize stakeholders with what inclusive leadership entails, and frame this shift as empowering for all parties involved.
2. Keep the lines of communication open. Clean lines of communication are essential for inclusive leadership, and this applies to both new and experienced staff. Employees can express their feelings about their work experience during leadership assessments. Leaders should meet with team members one-on-one to check in on their professional and emotional well-being. When leaders are made aware of their unconscious biases, they could indeed view individuals as the potential for advancement rather than rejections.
3. Make an effort to hire a diverse workforce. Creating an inclusive environment entails strategically recruiting workers from diverse backgrounds. This will provide a broader knowledge of the world and market as a whole, allowing businesses to better understand their customer base. It is equally important is putting such employees in positions of responsibility and ensure that everybody feels a sense of belonging.
Thus, ‘Inclusive leadership’ is the need of the current work culture since diversity is the part and parcel of an organization’s growth.
Written by Faber Aleena Thomas & Compiled by Faber Mayuri
