Inclusive leadership matters if you want happy, diverse teams! Discover how to be an inclusive leader to foster an organizational culture that celebrates cultural differences and diverse perspectives.
As the Founder and CEO of Confetti, one of the elements of remote work that make me most proud is the special opportunity we have to create more globalized and inclusive workplaces that promote diversity and different perspectives. Fostering diversity is not just a moral imperative, but research from SAP has shown that companies with greater diversity are more likely to be profitable.
In fact, according to McKinsey, companies in the top 25% for ethnic and cultural diversity are 36% more profitable than those in the bottom quarter. Companies with women well represented in the C-Suite can see profits increase by 50% 😏 (Proud moment as a female CEO, here).
Being an inclusive leader requires commitment, effort, and accountability. It’s important to implement anti-discrimination policies, parental leave policies, and other supportive elements to cater to a diverse workplace. Making sure that each policy is well-communicated, easily accessible, and equitable. The goal is to make all employees feel valued and empowered to contribute their best so that ultimately they can contribute to the organization's success.
An inclusive leadership style is the first step, and like most other important values and cultural initiatives, it needs to start from the top. Your team leads should get their hands involved in the policies, goals, and accountability for fostering an inclusive culture.
How to get started 👉 Introduce mindful and inclusive leadership traits in a Mindful Leadership Workshop!
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In addition to an inclusive leadership approach, diverse and inclusive teams start with the hiring - and even more so the hiring process. Without effective recruitment strategies that allow for a broader reach of candidates, it will be nearly impossible to hit diversity goals. There are a handful of diversity job boards such as Talent Infusion, but you can also work on other items like creating a diverse interview panel, enabling blind recruitment processes, and ensuring your job descriptions are free from biased language.
How to get started 👉 Here are 6 tips for more accessible and inclusive hiring!
Whether your workspace is physical or virtual, it should be designed to be an inclusive workplace. Considering the needs of differently-abled people ranging from people with disabilities to expecting parents. The goal is to help accommodate the different lifestyles and personal responsibilities of the employees while giving them a platform to better achieve their work.
Unconscious bias training can be a great first step towards mitigating biases at work, however, training itself is not enough. Creating a broader strategy that incorporates continuous learning, policy changes, accountability, and self-reflection allows us to make a bigger impact on our work and relationships.
The simple act of celebrating the diverse perspectives and backgrounds that you’re surrounded by can help create a sense of belongingness and safety. Recognizing cultural holidays, enabling ERGs, hosting events, and celebrating achievements all help in creating an environment where diversity is viewed as a strength and encourages people to bring their whole selves to work.
How to get started 👉 Download Confetti’s Diversity Calendar for ideas on planning your cultural celebrations all year round!
I reached out to inclusive leaders within the HR and DEIB community to get their insights on three critical questions:
DEI is not just a buzzword; it's a strategic imperative that impacts everything from employee engagement to innovation and overall performance. DEI initiatives foster an environment where all employees feel valued, respected, and empowered to contribute their best work, which is crucial in attracting and retaining top talent.
Building an inclusive culture requires intentional effort and strategic planning. Jyl Feliciano, Global VP of DEIB at Highspot, emphasizes the importance of defining what inclusion means within the organization. "Many people think inclusion is like fairy dust—you say it, and it happens—but inclusion is a continuous effort. It's about entering into dialogue with team members to explore what inclusion means to them and how to create working norms that allow each team member to feel a sense of belonging and connection to both the team and the company's broader mission."
Alejandra Mielke, PhD, a DEI Strategist, highlights the importance of self-awareness in fostering inclusion. "Workshops and reflective exercises help team members uncover and understand their own biases, triggers, and strengths. This self-awareness is the first step in fostering genuine connections and building trust. When we understand the layers that make up our own identity, we can appreciate the diverse backgrounds and experiences that others bring."
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Advancing DEI initiatives is not without its challenges. Resistance to change is a common obstacle. Alejandra Mielke points out that "DEI initiatives often require individuals to confront aspects of themselves that can be uncomfortable, such as acknowledging behaviors or biases that may exclude or harm others." This introspection can be daunting, as it challenges self-perception and comfort zones, leading to resistance.
Elisabeth Cooke, CEO at Dignii, notes another significant challenge: unrealistic expectations of immediate change. "We are not going to shift a culture overnight. DEI is a journey, and we need to accept where each organization and each individual is in their journey and allow them the grace and time to advance."
To overcome these challenges, organizations should focus on continuous education and fostering open dialogue. Providing safe spaces for employees to discuss their experiences and concerns can help mitigate resistance. Additionally, setting realistic goals and celebrating incremental progress can maintain momentum and encourage sustained commitment to DEI initiatives.
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DEI is an ongoing journey that requires dedication, empathy, and strategic effort. By understanding the critical role DEI plays in today's workplace, implementing thoughtful strategies to foster inclusion, and addressing challenges head-on, organizations can create a more inclusive, equitable, and thriving work environment.
As we continue to evolve and adapt, let us remain committed to the principles of DEI, recognizing that true inclusion is achieved through continuous learning, open dialogue, and a willingness to grow together.
If you’d like to dive more into this topic, watch our Webinar “Creating Change: DEI Strategies for Cultivating Inclusive Workplaces”!
