What can leaders do to create an inclusive culture?

Inclusive leadership involves being a manager who supports all employees equally, without any bias or discrimination. This starts with displaying inclusive conduct. As leaders, we should keep in mind that our employees come from diverse backgrounds, with unique perspectives, experiences, and opportunities. To be inclusive, leaders must appreciate and respect these different viewpoints, recognizing their worth.

How being an inclusive leader can help your organization?

The benefits of inclusion go beyond how people feel. They can have a tangible and measurable impact.

• Improved Employee Satisfaction and Commitment: When leaders embrace inclusivity, it fosters an environment where employees feel valued, respected, and supported. This sense of belonging and acceptance leads to increased job satisfaction and higher levels of commitment to the organization. Employees who feel included are more likely to go the extra mile, collaborate effectively, and contribute to the overall success of the organization.
• Enhanced Creativity and Innovation: Inclusive leadership encourages diverse perspectives, ideas, and experiences to flourish within the organization. By embracing different viewpoints and fostering a culture of open communication, inclusive leaders create an environment that promotes creativity and innovation. When individuals from various backgrounds come together, they bring unique insights and approaches, leading to fresh ideas and solutions that drive organizational growth.
• Better Problem-Solving and Decision-Making: Inclusive leaders understand the value of diversity in problem-solving and decision-making processes. By actively seeking input from team members with diverse backgrounds and perspectives, they can tap into a wider range of ideas and approaches. This inclusive approach leads to more comprehensive problem analysis, better-informed decisions, and ultimately, improved outcomes for the organization.

How can you become a more inclusive leader?

• Demonstrate how behavior modification can change the organization. To build more inclusive organizations, many leaders have adopted unconscious bias training. Unconscious bias training is an important first step towards inclusiveness since people are sensitized, and it gives people a safe space to recognize their inherent prejudices without feeling judged.
• The key to success is to learn about their employee experience and solicit feedback you can use to design future programs.
• To gain the support of underrepresented groups, you should lead by example and be accountable for your conduct. No matter how you establish transparency and accountability, make sure to prove you’re doing this long-term, out in the open.
• Include all employees in your meetings to show how important it is for all employees (not just minorities) to be kept informed.
• Don’t be afraid to listen to ideas different from your own and support your colleagues. Diverse perspectives can help you come up with new ideas and improve your business.
• Maintain a culture of continuous improvement. Take time to learn, accept feedback, and pay attention to other people’s concerns. Growth opportunities can be found in even the least knowledgeable individual.
• Embrace challenging conversations by acknowledging potential mistakes and expressing a desire to learn from other people.

Creating a culture of inclusion isn’t like flipping a switch. Rather, it is a process that evolves, starting with you as a leader who demonstrates inclusive behaviors to others. By taking action you will not only talk the talk, but you will also walk the walk. Your example will be an inspiration to other individuals and will lead them to emulate your behavior. Those are the driving forces behind inclusive leadership.