The Unexpected Ways that Inclusive Leadership Drives Success

Being diverse and inclusive in the workplace seems like a straightforward concept. However, the discourse surrounding diversity and inclusivity at work can easily devolve into buzzwords and head-counting. A common mistake is to focus on diversity and overlook inclusion. You can’t truly have one without the other. Rather than setting space or time aside for diversity and inclusion, a company should strive to use the two principles as organizational pillars. How?  Start  from the beginning of an employee’s journey through the company, which starts with how hiring decisions are made. From there, continue to think about an employee’s path, and the programs and staff interactions that may boost their sense of belonging. 

Implementing inclusivity also means addressing the unconscious biases of leaders and employees. Without realizing it, our brains and social patterns and habits make us move toward the familiar because it can feel safe. Unfortunately, this retreat to safety impacts how we act towards new people, even if we don’t intend to treat them differently. 

Truly practicing diversity and inclusion goes beyond good intentions. It requires an ongoing willingness to learn. Once we begin to notice the triggers for our unconscious biases, we can anticipate them, avoid our knee-jerk reactions and work on building better habits . This bias breaking and habit building cycle is a core skill of Inclusive Leadership. Employees who know that they’re part of the fabric of the team will more willingly share ideas, collaborate, and perform. For those who hold positions of power, it’s integral to build inclusion and diversity into your strategies. It can only  benefit your company. 

When a company values diversity and inclusion:

• Teams benefit from varied perspectives and more creative solutions when trying to solve a problem
• Employees are more engaged
• New talent is attracted to the company 
• Team members  learn from each other to address their biases
• Employees experience a boost in morale
• Profit goes up
• Productivity goes up
• Equity is encouraged
• Work culture becomes more positive

Sources: Korn Ferry, Harvard Business Review