In today’s diverse and rapidly changing business environment, inclusive leadership is more important than ever. An inclusive leader is someone who recognizes and values the unique perspectives and backgrounds of their team members and creates a work environment where everyone feels respected, valued, and supported.
Why is inclusive leadership so important? Beside being a business imperative, becoming a more inclusive leadership fosters collaboration and teamwork. It helps you and your company attract and retain key talent. In fact, recent studies confirm that an open and inclusive corporate culture is one of the top 3 determining factors to choose an employer by the new Generation (Gen Zers). It helps you foster true innovation and creativity in your teams. When everyone feels like they are part of the team and their ideas are valued, they are more likely to work together and support each other. This can lead to more creativity and innovation, as well as better problem-solving and decision-making.
As a DEI specialist (diversity equity and inclusion), and Swiss/Mexican professional living in Switzerland, I’ve known for years the importance of this inclusive behavior in leaders, though there has never been a better momentum in the world to talk about it and to start doing the work. Being an inclusive leader today has become a business imperative.
Inclusive leadership drives better business outcomes. Research has shown that companies with inclusive leadership styles are more likely to outperform their competitors and achieve better financial results. This is because diverse teams are better able to understand and serve the needs of a diverse customer base, leading to increased customer satisfaction and loyalty.
Inclusive leadership promotes diversity and inclusion. By creating a welcoming and supportive environment, inclusive leaders can help attract and retain a diverse workforce. This can lead to a wider range of perspectives and ideas, which can in turn drive innovation and creativity.
However, becoming an inclusive leader is not always easy. It requires self-awareness, empathy, and a willingness to listen and learn from others. It also requires a commitment to ongoing learning and development, as well as a willingness to challenge and change long-held beliefs and behaviours.
By creating a workplace where everyone feels valued and included, inclusive leaders can help their teams and organizations thrive and succeed. Here are some tips for being an inclusive leader in meetings, and pay special attention to online/hybrid meetings as these behavior are more challenging to apply. Inclusive leaders:
- Start the meeting by setting a good tone. Let everyone know that their input is valued and that the meeting is a safe space for open and honest communication. They are mindful about everyone’s names and reasons to be in meeting.
- Takes a collaborative approach as opposed to command and control. Encourages participation from all team members. Ask for input and ideas from everyone, not just the most vocal or senior members of the team.
- Operates transparently rather than behind closed doors. They are aware of their body language and other non-verbal cues while communicating. Pay attention to how people are responding to the discussion and try to engage those who may be hesitant to speak up.
- They fully embrace the vast diversity of today’s workforce, s/he/they are culturally agile, not tied to their own worldview
- They create a safe space for people to give the best of their talents. They are open-minded and willing to listen. Inclusive leaders are receptive to new ideas and perspectives, even if they differ from your own. To elicit new ideas, they consider expressing your ideas as a leader last. They allow people’s ideas to flow first, then express yours. This allows space for creativity without setting a direction at first.
- Follow up after the meeting. Thank everyone for their participation and let them know how their input will be used.
- Finally a golden rule: inclusive leaders pronounce people’s names correctly. They take the time to learn them correctly and accept correction if/when it happens and apply it. This small though extremely important detail goes a long way in our journey to become inclusive leaders.
Overall, the key to being an inclusive leader in meetings is to create an environment where everyone feels comfortable and able to contribute. By valuing and incorporating the diverse perspectives and experiences of your team members, you can foster collaboration, creativity, and innovation.
Here are some dos and don’ts for eliminating bias as an inclusive leader at work:
Do: Educate yourself and others on the different types of bias and how they can impact decision-making and workplace interactions.
Don’t: Make assumptions about individuals based on their race, gender, age, or other personal characteristics.
Do: Be open to hearing and considering different perspectives and experiences.
Don’t: Discriminate against or harass individuals based on their characteristics.
Do: Use inclusive language and avoid using language that may be hurtful or offensive to others.
Don’t: Treat individuals differently based on their characteristics.
Do: Encourage and support diversity and inclusion within your team and the broader organization.
Don’t: Ignore or dismiss the concerns of individuals who may have experienced bias.
If you really want to stop losing talent over time and to stop retaining new talented young generations, it’s time to become an Inclusive leader, sooner than later. It’s important to be proactive and intentional in addressing bias in the workplace. This may involve regular self-reflection and self-education, as well as actively seeking out opportunities to engage with individuals who have different backgrounds and experiences. By taking these steps, you can help to create a more inclusive and equitable workplace.
Tags #DEI #diversity #inclusion #Genz #inclusiveleader #equity #coachgabrielamueller #futureofwork
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