Undeniably, for any diversified world to feel comfortable, creating an inclusive environment is a must. An inclusive workplace does not only respect and value but also acknowledges individual differences, which creates an in-group feeling within all employees including themselves.
Moreover, different types of research have also revealed that companies with inclusive cultures are more innovative, on the higher side of employee satisfaction, and financially superior. In fact, McKinsey research indicated that companies in the highest quartile in terms of gender diversity in their executive teams are 25% more likely to outperform on profitability.
Let us explore further:
Understanding Diversity
The first step to answering this question is to understand the concept of diversity. Diversity has many dimensions and attributes, such as race, gender, age, sexual orientation, disability, and cultural background. Diversity stresses that each person has a different way of looking at his life. Because of this, leaders begin to see the effectiveness of diverse opinions, which fosters collaboration among the team members themselves.
More importantly, embracing diversity may lead to better decision-making. Indeed, a study published in the Harvard Business Review found that diverse teams are 35% more likely to outperform their less diverse counterparts. Valuing diversity allows leaders to break the shackles of conventional thinking and unlock the creativity and innovation hidden in an organization.
Effective Communication
Communication is the very foundation of inclusiveness. Leaders need to make all their employees feel good about their comfort level in expressing themselves. Open communication lines where all employees may comfortably share their thoughts and ideas should be maintained. This includes active listening skills, where one does not only listen but also lets others know that they are being heard. Employees will then be more positive about meaningful contributions toward discussions because they are being listened to.
Another factor is the use of neutral language in understanding people. Inclusive language makes the atmosphere warm. For instance, a general exclusion of jargons and technical terms, which would isolate some workers, helps make the discussions easier to be achieved. Proper and respectful communication helps the leaders explain things as they should be explained to everyone so that all may feel appreciated and accommodated.
Empathy
Empathy is one of the skills, which a leader with a desire to create an inclusive environment needs to learn. It is a style of understanding and sharing feelings. The practice by such leaders empowers them to better understand the experiences and challenges that team members undergo. Knowing this, they can really discuss the matter that needs adjustment in the most acceptable manner.
Empathetic research shows that the empathetic leader has a better chance of trust building in the workplace. As provided by Businessolver, 92% of the employees pointed out empathy as important characteristic traits for any leader. When the leader shows empathy, then he/she gets to develop an environment where employees can freely be themselves without fear.
Cultural Competence
Cultural competence enables one to understand and respect others from a different cultural background. In today’s globalized world, one ought to be able to learn how to compete at work with individuals of different cultural backgrounds and, hence, develop this aspect. Cultural competence thus implies the recognition of one’s own biases and the pursuance of knowledge of other cultures.
Leaders can become culturally competent through the training sessions or workshops that are carried out on diversity and inclusion. Encouragement of team members to reflect on their cultural backgrounds and traditional practices that will help in the establishment of mutual respect among employees; thereby embracing all the cultures prevalent in the workplace and making the experience richer for all.
Conflict Resolution
Even when it is inevitable, conflict in any given workplace can make a huge difference in terms of inclusivity. Leaders have to develop strong skills in the management of conflict. Leaders should remain very calm and objective while facilitating a discussion among parties in conflict.
Another important aspect of conflict resolution is the encouragement of open discussion. Leaders should create a climate where employees will not fear repercussions for discussing differences that may arise between them. If handled promptly and with fairness, the leader can prevent an isolated misunderstanding from snowballing into a major issue that could harm cohesion in teams.
Flexibility and Adaptability
Flexibility and adaptability are always requisite for an evolving world. In fact, such skill can help the leaders become more effective for their endeavor to bring about inclusiveness. A leader should be willing to adjust the approach in light of requirements of team members. This can be achieved by accommodating work styles or giving increased support to individuals when required.
For example, some employees are going to excel best within the more traditional office settings whereas other employees may prefer working remotely or flexible hours for personal reasons. Offering a wide-range of working arrangements opens doors of potential to allow inclusion and can encourage a leader who really supports employees’ well-being.
Commitment to Continuous Learning
The other aspect of the leaders’ role is to commit themselves to continuous learning about diversity and inclusion. Again, this once again insinuates that the workplace landscape is constantly changing, and hence, learning about the best practices always keeps them moving in the right direction for effective leading. Their commitment would perhaps include book reading, articles, webinars, or attending such conferences that present strategies on inclusiveness.
Additionally, team leaders should encourage team members to remain in a state of continuous learning as well. A culture of curiosity with a development mindset will make the organization adaptable and responsive to the needs of a more diverse workforce.
Conclusion
Creating an inclusive workplace environment takes intentional action from leaders, who themselves should possess these skills-one of them being diversity understanding, effective communication, empathy, cultural competence, conflict resolution, flexibility, and commitment to continuous learning. In fact, when such leadership skills are developed, a workplace can emerge where all of its employees are valued and empowered.
The advantages of promoting inclusion are significant in that it is a fact that organisations with diverse teams are not only innovative but also enjoy a high employee satisfaction level and improved financial performance. However, in the very competitive landscape of today, doing just that will not be only a moral imperative but also a strategic advantage to push any organization forward towards greater success in the future.
