Inclusivity is an increasingly crucial element of successful organizations. According to research, inclusive leaders see increases in their team’s performance, decision-making quality, and collaboration (not to mention a decrease in employee attrition). To become a more inclusive leader, focus on these behaviors.
To create an inclusive, psychologically safe environment where people feel free to express themselves and air dissenting opinions without fear of retribution, model curiosity, humility, and vulnerability.
Don’t just follow the rules—redefine them
Don’t be afraid to challenge well-established practices that have outlived their relevance. Be vigilant and proactive about identifying practices and policies that exclude people—and replace them with new ones that are more inclusive of underrepresented groups.
Embrace active learning
Becoming a more inclusive leader takes consistent effort. Your natural habits, assumptions, and inclinations probably contain biases and need to be constantly examined, challenged, and changed. Look for ways to actively grow and improve.
Ensure equal opportunity and equitable outcomes
To do this, acknowledge each of your individual team members’ specific needs (especially those of team members from underrepresented backgrounds), and work to meet those needs. Identify the invisible challenges faced by those team members and take steps to support them.