As our workforce becomes increasingly diverse, leaders face the critical challenge of creating fair and equitable environments where everyone feels valued and respected. Unfortunately, unconscious biases can creep into our decisions, leading to disparities in hiring, promotions, and even day-to-day interactions. Research shows that we tend to gravitate toward those who are "like us," which can create barriers for underrepresented groups (1). This bias not only hinders individual growth but also limits the potential of the entire organization.
Leaders must actively challenge their biases and adopt intentional practices to cultivate a truly inclusive workplace. Here are three key steps inspired by the Power 6 leadership program:
1. Time Audit: Invest in Equity
Time is our most precious resource, and how we spend it speaks volumes. Unconsciously, we may be dedicating more time to those who mirror our own backgrounds or experiences. To counter this, conduct a "time audit":
Track your interactions: Review your calendar, emails, and messages. Are you consistently spending more time with certain individuals or groups?
Analyze the data: Look for patterns that might reveal unconscious biases in your time allocation.
Take corrective action: Make a conscious effort to distribute your time more equitably. Schedule regular meetings with all team members, ensure equal access to mentorship and development opportunities, and be mindful of who you include in informal gatherings.
2. Cultivate Curiosity: Build Bridges of Understanding
The Power 6 emphasizes the importance of "knowing your people." Go beyond surface-level interactions and genuinely seek to understand your team members personally.
Ask meaningful questions: Inquire about their values, aspirations, and interests. What are their passions outside of work? What are their career goals?
Listen actively: Truly listen to their responses, demonstrating genuine interest and empathy.
Find common ground: Despite differences in background or experience, you'll likely discover shared values and goals that foster connection and trust.
3. Seek Feedback: Create a Culture of Open Dialogue
To create a truly inclusive environment, you must understand how others perceive your actions.
Create a safe space: Establish trust and demonstrate a genuine commitment to inclusion to encourage open and honest feedback.
Ask specific questions: Don't just ask "Do you feel included?" Instead, ask about specific experiences and situations: "Do you feel your ideas are heard in meetings? Do you feel you have equal access to opportunities?"
Act on the feedback: Don't just collect feedback; take concrete steps to address concerns and improve the workplace experience for everyone.
Real-World Example:
I recently worked with a non-profit leader who came to me seeking executive coaching. Her work requires her to interact with people from different countries. Through coaching, she identified that discomfort with conflict was preventing her from asking direct questions about what individual employees needed to perform at higher levels. As she began to see that she was not serving her employees or the team by avoiding conflict, she found the courage to ask employees what changes she could make to improve their effectiveness. Her asking led to great levels of trust and small tweaks to how she works with employees, which boosted productivity.
The Business Case for Inclusion:
Inclusion isn't just the right thing to do; it's essential for success. Companies that prioritize inclusion benefit from:
Increased engagement and productivity: Employees who feel valued and respected are likelier to be engaged and contribute their best work.
Improved retention: Inclusion fosters a sense of belonging, making employees less likely to seek opportunities elsewhere.
Enhanced innovation: Diverse perspectives lead to more creative solutions and better decision-making.
Call to Action:
Building an inclusive workplace is an ongoing journey that requires continuous effort and commitment. By following these steps, leaders can create environments where employees feel valued, respected, and empowered to reach their full potential.
About the Author:
Dorian Cunion is an Executive Business Coach with Your Path Coaching and Consulting, specializing in coaching services for managers, executives, and small business owners. He is passionate about helping individuals and organizations reach their full potential through leadership development, strategic planning, and a focus on building inclusive workplaces.
Dorian's coaching approach is grounded in the "Path Finders Program," a framework designed to help clients clarify their goals, develop essential skills, and navigate leadership challenges. His expertise extends to various areas, including:
Career Planning: Guiding individuals through career transitions, goal setting, and skill development.
Leadership Development: Helping leaders enhance their self-awareness, build high-performing teams, and foster inclusive cultures.
Work-Life Balance: Supporting individuals in finding balance and prioritizing their well-being.
Strategic Planning: Assisting organizations in developing and executing strategic plans to achieve their goals.
Dorian's insights shares his expertise on topics such as workplace inclusion, leadership, and professional development. To learn more about Dorian and his coaching services, contact him directly on LinkedIn.
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Resources:
Grant, G. (August 7th, 2018). Similar-To-Me Bias: How Gender Affects Workplace Recognition. Forbes. Retrieved November 7, 2022, from https://www.forbes.com/sites/georginagrant/2018/08/07/similar-to-me-bias-how-gender-affects-workplace-recognition/?sh=51e35f8e540a