Dozens of studies have shown that diverse teams make better decisions. But many managers struggle to incorporate inclusiveness into their day-to-day work. Inclusive leaders open the doors of opportunity. They may hire physical therapists as executives or encourage receptionists to learn computer programming.
Rather than treating inclusivity as an extra, a manager must weave it into everything they do. Here are five ways to show your team you take inclusion seriously:
Traditionally, corporate culture rewards extroversion and those who speak up in meetings. Inclusive leaders, however, are more open to hearing quieter employees and encouraging non-verbal feedback. They also make sure all employees are able to access company resources, such as noise-canceling headphones, weekly pulse surveys, or old-fashioned suggestion boxes.
Managers should also strive to understand what it means to be marginalized in the workplace. To do this, they should ask team members about their experiences and take the time to listen to their answers. Additionally, managers should be mindful of how their actions may impact the community. For example, using the correct pronouns is important for transgender and gender nonconforming individuals, who can feel belittled if their names are mispronounced. Additionally, they should create and adhere to fair compensation programs.
A supportive environment is a vital part of inclusivity. It is the foundation on which long-term employee satisfaction is built. Support runs much deeper than motivation, which aims to get an employee to do something. It is a more intangible and long-term concept, but it is key for any company that wants to encourage its workers’ inclusion.
A company should have a clear communication process that ensures all team members can access the information they need to thrive. This is especially important for those with disabilities, a cultural background, or mental health issues.
Creating spaces in meetings where everyone gets airtime is also an effective way to show inclusiveness. Extroverts and those with dominant identity groups tend to speak up more, so it is important that managers listen to employees who prefer to hang back or might feel anxious arguing their point.
As an inclusive leader, you can ensure your employees have a voice in decision-making. If employees feel their ideas are heard, they can be more focused and motivated to perform at their best.
In addition to giving employees a voice, you can also practice transparency. This means making sure everyone is aware of your company’s diversity and inclusion policies, allowing employees to use always-on channels for feedback, and communicating with managers about sensitive topics like correcting pronouns.
You can also encourage your team to be more inclusive by recognizing their efforts. For example, you can show appreciation to an employee for embracing different cultures or traditions in their work. In return, they will want to continue these practices. This will help your team stay inclusive, which in turn will benefit the entire company.
Dozens of studies have shown that more diverse management teams make better decisions. However, many leaders struggle with making inclusion a core aspect of their company culture.
Inclusive leaders understand that they’re not the smartest or single source of truth in the room and that great ideas can come from anywhere. They are also cognizant of their own bias and consistently seek deeper insights to help overcome it.
They also open doors to extroverted workers who may feel uncomfortable advocating for themselves. For example, they might fund noise-canceling headphones for employees who have trouble speaking up in meetings. Similarly, they might create opportunities to give non-verbal feedback through weekly pulse surveys or old-fashioned suggestion boxes. They also rally coworkers around the accomplishments of team members who are going through life transitions, like having a baby or losing a loved one.
Typically organized around a common identity or background, employee resource groups are a great way to create inclusive spaces where employees can connect and find support. ERGs can help ensure that employees feel like they belong and are supported at work, as well as provide a safe space for underrepresented employees to talk about their experiences with discrimination and racism in the workplace.
As an added bonus, companies that have thriving ERGs are more likely to attract diverse candidates. Groups can host networking events that are open to other employees or attend outside events together, and they can also organize professional development by inviting team members from specialized departments to share their expertise. Group leaders should also come up with metrics to measure progress.
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