Inclusive Leadership
- Samone Cook
- Oct 9, 2023
- 3 min read
Updated: Oct 9, 2023
Years ago, I traveled for a meeting and met with a group of individuals who I learned were well acquainted. A few of them I had known for some time, but for most present, it was our first introduction. I distinctly remember a young woman who, aside from myself, was the only minority woman present in the room. Our group met for an hour discussing business priorities in a large conference room and subsequently paused for a short break. Some attendees scattered to restrooms while others congregated around the breakfast spread in the lobby area.
The young woman and I happened to cross paths near the coffee station where we exchanged pleasantries. I extended my hand to introduce myself by name and to my surprise, she introduced herself by a name quite different than the one everyone had called her during the meeting. She noticed my confusion and before I could formulate a sentence, with a slight uncomfortable grin, she interrupted me and said, "it’s okay, I’m used to it." I was floored – in less than 30 seconds I had learned her name, in addition to the fact that her manager and colleagues had been mispronouncing it for years.
When I think of inclusion, this experience often comes to mind along with that unforgettable phrase, 'it’s okay, I’m used to it.' She had uttered so few words, and yet somehow, simultaneously, spoken volumes. The truth is it wasn’t okay.
It was evident that she felt no sense of belonging, but simply existing – and this is the antithesis of inclusion.
A workplace and culture in which employees are valued, alongside their background, ideas and contributions is evidence of true inclusion. While everyone has an important part to play in fostering an inclusive environment, people leaders play a critical role.
Here are 3 key ways that you can exhibit Inclusive Leadership:
1.) Inclusive leaders build authentic connections. Authentic connections require an intentionality focused on listening, empathy, and honest communication. Listening to your employees should be both organic and constant – when listening is not a foundational component, but rather employed primarily in the midst of hardship or conflict, it’s more likely to be viewed as disingenuous. Understanding what is important to your employees, and displaying a genuine interest in those things, helps to build trust and rapport. Likewise, empathy and honest communication lay the groundwork for authentic connections. When leaders are able to see things from others’ point of view and also communicate with integrity, psychological safety blossoms.
2.) Inclusive leaders are self-aware and check their egos at the door. They regularly self-assess to ensure that their verbal and non-verbal cues match their intentions, as well as consider how their actions impact others. Because self-awareness can be thwarted by unconscious bias, which we all possess, inclusive leaders acknowledge its presence, and implement strategies and countermeasures to ensure unconscious bias doesn’t creep in and highjack decision making. This can be accomplished in a number of ways such as seeking feedback, inviting unique perspectives (particularly those that may oppose your own), or pausing to reflect during the decision-making process.
3.) Inclusive leaders encourage team think, not group think. Studies show that humans crave solidarity so it’s no surprise that oftentimes people conform with group decisions, even if they disagree, to avoid feeling outcast or challenging authority. While our desire for consensus is quite natural, it can be detrimental and result in poor decision making. To combat group think, leaders can encourage team think behaviors by doing things like asking questions, soliciting differing points of view, ensuring that everyone has an opportunity to speak in meetings, and celebrating the richness of diverse ideas and opinions.
What does Inclusive Leadership mean to you? Share your thoughts and comment below.
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