Practicing inclusive leadership is a daily factor when managing an organization. Inclusive leadership starts by recognizing an individual’s own biases and actively seeking out and considering different perspectives that informs their decision-making and strengthens their collaboration with others.
Achieving inclusivity is not an easy task. In addition to underrepresentation in the workplace, certain segments of the professional world feel marginalized and disrespected in different ways. For example, some of the behaviors that cause these feelings are ignoring, overexplaining, interrupting or questioning the professionality of individuals on a team.
Studies have shown that women are frequently ignored, spoken over and interrupted when in a mixed-gender setting. Additional behaviors in a group setting such as body language and expressions displayed in reaction to a perceived situation can also be viewed as signs of disengagement and disrespect. To mitigate such behaviors, the first step is to determine fairness and respect of all by identifying, recognizing and modifying responses to such instances. One solution is to emphasize collaboration, empowerment, insight and trust building in all settings regardless of project or the individual’s role.
For your organization to thrive, you must build and practice inclusive leadership. Unlock the power and potential of having actionable diversity, equity and inclusion strategies. Doing so will help everyone regardless of background achieve their full potential, strengthen team success and building a culture of closeness and mutual trust
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—Amy Dufrane, Ed.D., SPHR, CAE
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