Inclusivity

Leadership in today’s workplace requires more than just delivering results—it demands the ability to bring people together across differences, creating an environment where everyone feels valued, heard, and empowered. Yet, achieving true inclusivity and cultural competence remains a challenge for many leaders.

In an increasingly interconnected and diverse world, leaders are expected to navigate cultural nuances, foster equity, and build teams that reflect the broad spectrum of human experience. This isn’t just about doing the right thing—it’s a strategic imperative. Studies consistently show that inclusive teams are more innovative, make better decisions, and deliver stronger financial performance.

But here’s the catch: inclusivity isn’t something you can check off a to-do list. It’s an ongoing practice of self-awareness, learning, and intentional action. So, how can leaders rise to this challenge and ensure their teams thrive?

Inclusion is the practice of creating an environment where all individuals feel valued, respected, and empowered to contribute. While on the surface, it sounds like a soft topic that could get a little hippy dippy, just think of a time when your voice was not heard and valued and consider how that impacted your quality of work. It’s not about listening to every person’s thought about every social issue – it’s about making space for people to show up how they want to in the workplace tom do their best work.

Cultural competence is the ability to understand, communicate with, and effectively interact with people across diverse cultures and backgrounds. As more organizations become more globally dispersed, this is an instrumental part of inclusivity.

Whether we are looking at inclusivity or cultural competence, there are similar key components to leading well in these spaces:

• You have an awareness of your own biases and perspectives. Our lived experience is ours and is not reflective of every experience that is possible. We can forget that when something seems so different from what we have experienced it is still a valid experience.

• You work to increase your knowledge about different cultures, values, and practices. You can do this by asking curious questions (as appropriate), reading books, and listening to podcasts.

• You increase your skills to adapt behaviors and policies to support inclusive practices. As a leader, you can do more than you likely think, so increasing your professional awareness and paying attention to how you show up supports us in adapting to the changes that lead to the most inclusive spaces.

Why Inclusivity is Important for Leaders

On the surface, of course inclusion makes sense! We want inclusive spaces where people can bring their best self and do their best work. There is also a lot of research that shows the measurable benefits for leaders when they embrace and develop their inclusive mindset and practices.

• Inclusive environments foster trust, collaboration, and innovation, which improves team dynamics.

• Diverse perspectives lead to better solutions by challenging group think, which enhances decision-making among all team members.

• Companies with diverse and inclusive teams perform better financially, driving better business results consistently.

• Inclusion attracts top talent and increases retention, building a stronger employer brand.

• Cultural competence is crucial for operating in a globalized market, preparing teams for global challenges.

Inclusion not only helps leaders as individuals, it supports teams and the wider organization, leading to wins for everyone at all levels.

ABCD Framework

The ABCD framework can be used for building inclusivity and cultural competence.

A: Awareness: This involves reflecting on your biases and assumptions and recognizing privilege and systemic inequities.

B: Behavior: Model inclusive behaviors, such as active listening and equitable decision making, and create opportunities for diverse voices to be heard.

C: Curiosity: Cultivate curiosity about others’ experiences and perspectives and encourage questions and continuous learning about different cultures.

D: Development: Provide training and resources for team members to build cultural competence and regularly assess and improve organizational practices for inclusivity.

Daily Actions to Improve Inclusivity

As leaders, there is always something we can do to increase the inclusivity on our teams.

• Inclusive meetings: Rotate who leads meetings to amplify the different voices on your team. Use inclusive language, not gendered terms or jargon.

• Celebrate diversity: Acknowledge cultural holidays and practices and make space for your teams to engage in those activities.

• Expand your network: Build relationships with people outside your usual social and professional circles. Attend events or workshops focused on inclusion.

• Challenge bias in decision-making: Ask “who’s not in the room?” and actively include missing perspectives. Assess processes that can hold bias, like hiring, and find mechanisms to reduce bias in these areas.

Reflection Questions for Leaders

• How do my personal biases or assumptions influence my leadership decisions?

• What actions have I taken recently to amplify diverse perspectives in my team?

• How do I ensure that everyone on my team feels valued and included?

• What steps can I take to learn more about the cultures and backgrounds of my team members?

• How do I respond when I notice exclusionary behavior or practices within my organization?

Inclusivity is an ongoing leadership practice, not just one-time goals or targets to hit. It’s how we show up and make space for all team members. By fostering inclusivity, leaders not only enhance their teams but contribute to a more equitable and innovative workplace.