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Imagine walking into a room where everyone’s voice matters, where each person’s background is valued, and where diversity is not just a buzzword but a true, lived experience. Now, think further — what if YOU were the leader who created that room, that inclusive environment—one where inclusion isn’t a box to be checked but the very fabric of the workplace culture? As leaders, the journey toward building an inclusive workplace isn’t just an ideal; it’s a responsibility that, when embraced, transforms not only organizations but the lives of those within them.
My Welcome to Dupont Circle Story
When I was 25, I moved across the country for a promising position with an international higher education organization. I remember my first day on the job like it was yesterday–December 26, 1996. Moving from Colorado, I was accustomed to arriving early to work and leaving the office by 5 or 5:30 pm. So I showed up, a new briefcase gripped tightly in hand, right at 7:30 am only to be met by large security gates closed securely over the doors to my new office building on Dupont Circle. No one was in sight, no call box for building access. So I sat on the cold stairs until 8:30 am when the building was unlocked, and then in the small lobby until 9:30 am when the person who hired me finally arrived. “Oh, I didn’t realize you would be here so early, given the holiday season. Welcome!” While excited by this new opportunity, I couldn’t help but feel disappointed with the lack of communication in advance and wonder if this foreshadowed future challenges.
Thankfully, the colleague who met me that morning turned into an amazing mentor–she went out of her way, as did others, to make me feel welcome. They actively introduced me to our customer community, always accentuating my strengths and experiences to help me build credibility quickly. They also took a personal interest in me, asking about my background, genuinely curious, and sharing their own journeys. These simple exchanges left a lasting impression for which I am eternally grateful–they truly laid the foundation for a very productive and successful portion of my career. They exemplified inclusive leadership– their intention, mentorship, accessibility, and warmth set the tone for the entire work environment.
Adopting the practices I list below can mean everything to the people who report to you - and to your team’s success.
1. Inclusive Leaders Demonstrate Warmth and Relatability
Inclusive leaders build trust by being approachable and genuine. For instance, when you share personal stories about overcoming challenges or growth, you create an environment where team members feel safe to do the same. By being approachable and genuine, leaders show their humanity, breaking down barriers and also fostering connections that encourage team members to bring their full selves to work. A study by Catalyst, Inclusive Leadership: The View from Six Countries, found that employees who experience inclusive leadership are 87% more likely to report that their teams make better decisions.
Example: A leader who takes time during meetings to check in with each team member, asking open-ended questions about their well-being, demonstrates warmth and relatability. This small act can significantly increase engagement and a sense of belonging.
2. Inclusive Leaders Embrace Cultural Competence and Sensitivity
Understanding and respecting diverse cultural backgrounds is crucial for inclusive leaders. I encourage you to acknowledge cultural holidays and traditions, ensuring diverse perspectives are recognized and considered... Cultural competence helps leaders to navigate differences and foster a truly inclusive environment.
Example: When planning team events, an inclusive leader considers the diverse cultural backgrounds of team members, ensuring that activities are inclusive of everyone’s traditions and preferences, such as taking into account different sabbath observances or fasting days.
According to a Deloitte report, companies with inclusive cultures are twice as likely to meet or exceed financial targets and eight times more likely to achieve better business outcomes.
3. Inclusive Leaders Empower and Encourage Action
Empower your team by recognizing and celebrating different perspectives. When you support initiatives that promote inclusivity, you reinforce positive behaviors and encourage positive action. This empowerment extends to providing growth opportunities through leadership development programs that focus on self-awareness and mitigating unconscious bias.
Example: A leader who actively seeks out underrepresented voices during brainstorming sessions and acknowledges their contributions is fostering an inclusive environment where all team members feel valued.
Research has shown that diverse teams with inclusive leaders are more innovative and make better decisions, leading to higher profitability and engagement.
4. Inclusive Leaders Practice Clarity, Directness, and Reflective Leadership
Be clear about your values and expectations. Communicate openly and check back to ensure that everyone understands the steps needed to create an inclusive workplace. Regularly reflect on your own practices and assumptions. Keep on a journey of improvement by examining and challenging the status quo.
Example: An inclusive leader might initiate regular “inclusion check-ins,” where team members discuss how inclusive the work environment feels and suggest improvements. This practice not only fosters open communication but also encourages self-reflection among all team members.
Inclusive teams outperform their peers by 80% in team-based assessments, highlighting the importance of clear, direct, and reflective leadership in creating an inclusive culture.
5. Inclusive Leaders Are Authentic and Committed to Continuous Learning
Remember what I said above about my mentor? That’s authenticity. If you are authentic in your approach, inclusive culture will follow. Share your experiences (especially the tough ones), admit mistakes, and commit to continuous learning and growth. Authenticity helps build trust, and trust is an essential component in an inclusive environment.
Example: A leader who admits their own biases in a team meeting and discusses steps they are taking to address them models the kind of vulnerability and openness that encourages others to do the same.
According to PwC’s 2020 Global Diversity & Inclusion Survey, leaders who are transparent and authentic about their inclusive leadership journey are more likely to inspire similar behaviors in their teams, leading to a stronger sense of belonging, and higher employee satisfaction.
Inclusive leadership is not just a leadership style; it’s a commitment to creating an environment where diverse teams can thrive.
Lead well and thrive on,
DeEtta
