The one true thing about inclusive leadership
Assume you’re doing it wrong. That’s it – the truth about becoming an inclusive leader. This is the only place leaders can start when it comes to leading inclusively. This feels harsh. A bit brutal. But for leaders everywhere of all skin colors, gender identities, abilities or disabilities, we must assume we’re doing it wrong. The simple truth is that as humans we need to actively work to expand our thinking in order to be truly inclusive. And most of us don’t know how to do that on our own.
At the same time, more and more of us are waking up to our own ignorance about what it means to be a truly inclusive leader. Being aware of our lack of knowledge is a huge step in the right direction. We’re also recognizing the tremendous value of cultivating an inclusive culture in the workplace.
Companies with inclusive cultures report:
3x higher employee engagement (1)
2x higher intent to stay(1)
They’re also 6x more likely to be innovative and agile.(2)
Ok, so we know being an inclusive leader is important. And we have the drive to become an inclusive leader.
What’s getting in our way?
In my work with leaders, I see three obstacles that make it challenging to become the kind of expansive, higher-order thinker that would enable inclusive leadership.
1. Workplace culture doesn’t support being patient, slowing down and being circumspect enough to learn and discover different perspectives. Particularly in American corporations, the tendency is to race ahead and assume everyone’s on the same page. Slowing down to invite points of view and learn from different backgrounds just isn’t part of the timeline.
2. The corporate world is built on white male culture. This comes with centuries of entrenched behaviors and patterns that are impossible for any one person to shift. Even if a white male leader within a major corporation is deliberate about inclusion, he’ll face unconscious and automatic resistance from those around him who are simply adhering to the cultural norms.
3. The workplace includes exclusive clubs with tiers and systems that every person has to earn the right to operate in. These systems are different around the world, but they exist everywhere. They all have the same unintended but obvious outcome: to exclude perspectives.
How do we start?
The first task on the journey to inclusive leadership is to acknowledge and recognize your own ignorance in this area. Again, assume you’re doing it wrong. Do you know what it’s like to commute to work via bus in a wheelchair? Do you understand how to accommodate Muslim employees during Ramadan? What’s the single most stressful thing about the workplace for your Black female employees? When you come from a place of humility, you create space for learning.
Then, learn.
Inviting conversation and input from your employees is a good idea, but it’s not their responsibility to educate you. If an employee from an under-represented group is interested in talking with you about what they need to feel more included, recognize the emotional burden this is for them. Compensate them for their time as you would a consultant. This acknowledges and respects their lived experience and honors their effort.
An particularly effective route to becoming a truly inclusive leader is to work with a leadership coach who is experienced with the principles and processes around inclusive leadership. Getting uncomfortable, removing your mask and facing your ignorance with humility requires a steady, capable partner who can direct you effectively. If this was something you could do on your own, surely you would have already done it, and revealed yourself to be a wonderfully inclusive leader. But this hasn’t happened, has it? While there are some aspects of leadership development we can undertake on our own, inclusive leadership isn’t one of them.
Keep your eyes on the goal
As you do the hard work of un-learning your biases and expanding your thinking, keep in mind the tremendous advantages of an inclusive workplace, which starts with inclusive leadership. It leads to employees feeling heard and welcome and safe. People who feel safe feel more connected with those around them and they can be more creative. This means a more innovative team. And ultimately, creating an inclusive environment means deliberately being a good human to your fellow humans. It’s time to set your intention for inclusive leadership and get the support you need to realize your potential as a leader.
I appreciate the time you’ve spent with me, reading this post. If you haven’t subscribed to Sparks yet, please consider joining. It’s the one-minute read to set your launch on the right course.
1. Tulshyan, Ruchika. “Racially diverse companies outperform industry norms by 35%,” Forbes, January 2015.
2. Juliet Bourke, “What two heads are better than one? How diverse teams create breakthrough ideas and make smarter decisions,” Australian Institute of Company Directors, 2016.