Two Ways Inclusive Leaders Can Be Courageous Trailblazers During Uncertain Times

Amongst us are those who have a passion for inclusive progress but feel frustration from cringeworthy performative actions that flag genuine inclusion isn't a concern or priority. News of continuing cost-cutting activities impacts employee morale, talent recruitment and retention, and inclusion endeavors. Nevertheless, true trailblazers are well needed in organizations to keep inclusion front and center despite challenging circumstances that fuel exhaustion and consideration to take an easier path. Let's be clear — those passionate and committed are necessary for moving forward and reaping the benefits of a truly inclusive workplace.

To move forward effectively, inclusive leaders have multiple paths for consideration.

1. Choose to ride the turbulent waves of uncertainty, understanding that workplace dynamics are still occurring despite challenges.
2. Take thoughtful, positive actions towards creating more inclusion, knowing seeds are necessary for longer-term impact.

Dealing With Uncertainty

Consider the many changes the workplace has survived over time for context. Pre-pandemic, an executive order deprioritizing diversity education caused many uncertainties and shifts for organizations and inclusive leaders. The COVID-19 pandemic added even more complexities impacting ways of working. Cost-cutting measures to drive workplace efficiencies caused a reduced workforce. Attitudes and lifestyle changes caused workers to ask for more inclusionary practices. The point is there will continue to be uncertainty that the inclusive leader has to deal with but can intentionally give forethought to proactive handling.

Lessons from the COVID-19 pandemic included being comfortable with ambiguity indefinitely. Taking skills (i.e., flexibility, creativity, and adaptability) gained from that period forward will serve inclusive leaders well. Additionally, performing a SWOT analysis (using an inclusive leadership lens) to expound on strategies to thrive during uncertain times is an option. There, plans can surface from evaluating threats, weaknesses, and disruptive opportunities to foster inclusion.

Committing to Long-Term Impact

Investing in the workplace community is proactive. As such, taking ongoing actions to foster inclusion makes good business sense. Inclusive Leaders can lead the way by calling for course correction that addresses behaviors counterintuitive to organizational norms, values, and DEI (diversity, equity, and inclusion) commitments. Unfortunately, many still struggle with the pressure of turning a blind eye to poor behaviors that call for changes but become a missed opportunity due to power dynamics.

Trailblazers must have the courage to stand up for what is right to ensure leadership accountability and support and foster an inclusive workplace. A strategy to undertake includes reviewing policies, practices, and available documentation, which will be helpful in calling attention when the organization or leaders are out of alignment. The key for the inclusive leader here is to amplify the message in a way that makes it well-received. The messaging needs to be more than speaking up to point out the problem. Instead, inclusive leaders must invest the time to document possible alternatives for consideration with a prioritized recommended course of action. Additionally, put project management skills to use by creating a high-level plan outlining what it takes to achieve the recommendation. Then move forward by engaging allies to support measures for ensuring true inclusion in the workplace.