Building inclusive leadership is a long-term commitment that requires focused effort. To achieve it, leaders must be committed to continuous learning from others, to demonstrating resilience in upholding fairness, and to showing empathy in their relationships. Leaders must embrace the mindset of innovators and integrate inclusion into every aspect of their work.
The power of inclusive communication
The way a leader behaves and communicates sets an example for the entire team. A positive and inclusive attitude shapes the culture of the organization. When faced with sensitive issues, leaders must demonstrate openness—both in verbal and nonverbal cues—and be committed to listening to and addressing employees’ concerns.
It is important to acknowledge when a leader does not know something, but also to show a willingness to learn. He/she should encourage different points of view and create an environment where quieter voices are heard and valued equally with more dominant ones. For example, the leader can ensure that everyone has an opportunity to speak during meetings, which results in a fairer assessment of performance and potential.
As highlighted in Minette Norman’s book, “The Boldly Inclusive Leader,” self-aware and inclusive leaders think about the people they interact with and explain anything that may not be obvious to them without being condescending or making anyone feel ignorant. Avoiding jargon or cultural references that may not be recognizable to everyone and explaining acronyms promotes inclusion and makes listeners feel informed and engaged. When communicating, leaders should strive to understand and adapt to their audience, taking into account their culture and values.
Overcoming the fear of making mistakes
Often, the fear of inadvertently exhibiting inappropriate behavior causes people to avoid communicating with those who are different from them. However, such avoidance is contrary to true leadership and carries its own risks. To overcome this, it is important for leaders to learn what is considered inappropriate behavior and to continuously develop their skills for interacting in a diverse environment. It is not the responsibility of women or minority groups to educate others about inclusion. Even with a high degree of self-awareness, it is inevitable that at some point something will be said or done that another person may find offensive.
Recognizing and confronting discomfort when communicating with people who are different in many ways is an important step. Genuine listening transforms relationships, especially when practiced with sincere curiosity and an attempt to understand. Although many leaders perceive themselves as good listeners, true listening actually requires more than basic skills. Active listening involves focusing on the speaker, asking clarifying questions, rephrasing ideas, and responding thoughtfully. One does not have to agree with everything, but one must be willing to try to understand the other person’s point of view. Recognizing and managing emotions and biases is also essential to building self-awareness.
Vulnerability as a strength
Balancing confidence with vulnerability is a challenging but essential aspect of leadership. Sometimes a leader needs to show strength, while in other situations it is more appropriate to show openness and vulnerability. Asking for help encourages feedback and builds trust. Leaders must show trust before they can expect to receive it, give their team autonomy, and treat mistakes as learning opportunities.
Empathy and compassion are essential in teams where everyone feels included and valued. Empathy is understanding and sharing another person’s feelings and experiences, which allows you to see things from their perspective. Compassion, through awareness of another’s suffering combined with a desire to alleviate it, complements empathy. Leaders should not punish or humiliate others for asking questions, sharing ideas, or admitting mistakes. Fostering an environment where people can share failures without blame or shame leads to continuous improvement.
Leaders should not tolerate workplace bullying and should oppose other behaviors that exclude people from the team rather than include them. Mentoring, sponsorship, allyship, and advocacy should be encouraged, especially for people from diverse backgrounds who are often overlooked.
