5 Leadership Habits to Create Inclusive Workplaces
Over a third of Millennials and nearly half of Gen Z’s are racial or ethnic minorities, making them the most diverse generations to date. So, it comes as no surprise these workers cite organizational diversity and inclusion efforts as a top consideration when making job decisions.
Diverse Workforces Can’t Thrive Without Inclusion
Diversity and Inclusion (D&I) are frequently referenced in tandem; it is often forgotten that actions taken to improve the former do not necessarily support the latter. While these are interrelated concepts, diversity initiatives can fall flat (or even backfire) without an intentional focus on inclusive practices.
- Diversity is the presence of differences in a workforce, including individuals who identify with different ages, gender, race, religion, sexual orientations, physical conditions, cultural backgrounds, and countries of origin.
- Inclusion is the practice of creating a work environment where individuals of all identities feel psychologically safe, valued, supported, and experience a sense of belonging.
Bolstering diversity by improving recruitment practices and establishing fairer promotion processes does not automatically ensure employees in those roles feel accepted and supported in the organization.
Build Inclusive Work Environments
While inclusion is essential to “unlock” diversity, it is also central to talent retention. Employees who feel included at work tend to be more satisfied with their jobs, engaged in their work, and committed to their organizations. In an inclusive environment, employees will feel –
- Able to express their authentic selves at work.
- Their unique contributions are valued and appreciated.
- They are connected to their teams, managers, and organizations.
- They are seen, heard, and listened to.
5 Inclusive Leadership Habits
Inclusion is not a single skill or action but rather a collection of leadership behaviors that collectively build the foundation for inclusion. Here are 5 easy habits and suggestions you can start practicing today to foster inclusivity:
|Ask open-ended questions.||Open-ended questions encourage people to talk more and create opportunities for genuine conversation because they require more than a simple yes-or-no answer.|
|Find common interests.||When meeting someone new, write down two interests, values or hobbies you have in common and refer to them in your next interaction.|
|Be polite and respectful.||You’re likely polite and respectful most of the time, except when irritated or under pressure. After noticing even the slightest frustration, say, “Thank you for bringing this to my attention. Let me have a think and come back to you later.”|
|Make others feel valued and appreciated.||We all want to feel valued and appreciated for who we are and what we contribute. Practice telling at least one person a day that you value their input or appreciate something about them.|
|Link individual assignments with your team’s purpose.||Practice helping people to connect the dots between their own work and the goals of the team and organization. By highlighting how their tasks support the team’s mission.|
Hire and Develop Leaders with the Skills to Support Inclusion
Organizations can support and retain future talent by 1) selecting and promoting leaders with the skills to build inclusionary cultures and 2) actively strengthening those skills through personalized, habit-based development. Ready to talk about how The Pinsight App and Pinsight’s Leadership Simulations can drive inclusion in your organization and refine your leadership strategy? Click here to request a consultation.‹ Previous PostNext Post ›