Workplace harmony is promoted with a commitment to prioritizing inclusive leadership.
At a very high level, if we want to know why inclusive leadership is good for our organizations, we can pay attention to companies that don't embrace inclusive leadership and see the results of failing to do so. A great example is Twitter's leadership focus on eradicating and deprioritizing inclusion efforts despite feedback that signals culture and revenue impacts.
Current research suggests that focusing on inclusivity in the workplace makes good business sense. Seramount's 2022 inclusion index evaluated 175 United States companies to look at inclusion progress—90% of companies surveyed prioritize diversity, equity, and inclusion. In addition, the index revealed a solid commitment to racism training and valuing employee resource group leadership. The conclusion celebrates progress but also points to the need for continuing work.
Considering those examples suggests that leaders must be committed and actionable toward fostering inclusion and harmony in the workplace. Look around and notice, celebrate and reward inclusive leaders who demonstrate adaptability and flexibility to make space for increased differences in the workplace.
Inclusive Leadership Remains A Priority For Leaders And Organizations In 2023
Inclusion continues to be an essential goal for business success. McKinsey reports a favorable increase when gender and race inclusion is present. As we close out 2022, leaders, let's reaffirm our commitment to embrace and prioritize inclusivity in the workplace in 2023 and beyond. Doing so will yield long-term benefits such as increased innovation and competitive advantage.
By focusing on increased consumption of cultural experiences and targeted education around emotional intelligence, empathy, and sponsorship, we will be well equipped to navigate a workplace filled with multiple generations and competing needs for inclusion. Consider Future Work's 2023 trend report that suggests leaders must be able to contend with remote/hybrid workplaces, increased collaboration requirements, and flexible working needs. So, whatever plans exist for closing out and prioritizing the new year, ensure that there are dollars associated with ongoing training and space for exploring and embracing different perspectives in the workplace.
Getting on the same page with your team will reap benefits. Leaders should work on fostering ... [+]
Find and Hold On To Inclusive Leaders
Finding inclusive leaders are more accessible than one might think. All one needs to do is pay attention to readily available clues. For example, inclusive leaders may appear in unexpected packaging (hold a non-leadership position) with a mission to challenge the status quo and push for corrected action, regardless of position level.
In addition, inclusive leaders have a passion for learning and building cultural awareness. As such, there's a commitment to professional and personal development. Human Resources or Learning and Development Teams can collate a list of candidates who fit the inclusive leadership criteria. Look for those that are passionate about creating more inclusion in the workplace. Most will share unless psychological safety is missing.
Consider tapping into Resource Group Leaders and Executive Leaders with demonstrable actions and commitment to inclusion as good sources for finding inclusion champions. Having those leaders on board will help with education and attraction in support of fostering inclusivity. There must be consideration given to balancing workload and requirements to support the organization.
