Embracing Inclusive Leadership Means Truly Caring About Everyone
Human connection is a fundamental need we all share, ever since our infancy. Without care from others, our survival as individuals is uncertain. Our slower evolution compared to other animals is due to the significant energy required to develop a human brain. We're not fully independent until adolescence, and even then, our brains don't reach their full potential until our mid-20s. As social beings, designed to thrive in groups rather than alone, showing concern for someone aids in making them feel part of a group vital for their survival.
At work, leaders who foster an inclusive environment demonstrate this care through consistent, purposeful actions over time. Asking about someone's day occasionally doesn't quite cut it; it needs to be a recurring, authentic instance for individuals to genuinely feel cared for.
Inclusive leaders take a proactive approach to connecting. Check-ins need to be intentional and consistent, usually unscripted and spontaneous. Rather than a pre-planned meeting, these proactive check-ins are a chance to observe the emotional state of your team members, anticipate their needs, and build rapport.
During my tenure as an operations and safety manager on the second shift, I made a point of taking short, purposeful walks around the warehouse every evening. I'd greet my team members and ask them about their day, their wellbeing. Intentionally listening to their responses enabled me to learn more about their interests, motivations, and personal lives. This helped in building a stronger connection and fostering a sense of belonging.
Inclusive leaders also prioritize understanding their team members' interests beyond professional interactions. Getting to know the hobbies, books, movies, families, side hustles, pets, and travel plans of their team members helps build a strong foundation of empathy. By sharing interests and listening attentively, leaders demonstrate that they value their team members as individuals, not just as employees.
In a remote team environment, leaders can still embrace this ideology. Leaders like myself have made an effort to regularly share personal anecdotes and engage in discussions about our interests, families, and outside ventures. This allows us to humanize our team and further promote an inclusive, empathetic workplace culture.
In times of adversity, inclusiveness is essential. It's hard to show care when conflicts, changes, or crises arise. However, in these moments, inclusiveness becomes even more crucial. Employees need guidance, support, and reassurance that their leader is there for them during their struggles. By acknowledging their difficulties and offering tailored solutions, leaders can help employees feel understood and valued, which in turn, fosters a more supportive and inclusive workplace.
After the recent U.S. Presidential election, I made a conscious effort to process my emotions before addressing my team's concerns. By prioritizing my team members' well-being, I was better able to empathize with their fears and anxiety about the election's outcome. Easing their concerns and reassuring them that our business would continue to thrive, provided them with the reassurance and support they needed to move forward.
Inclusive leaders, who demonstrate care through proactive check-ins, expressing interest in their team members' interests, and supporting them during struggles, help create a culture of belonging and psychological safety. This results in boosted morale, engagement, and overall workplace culture, fostering a more supportive and inclusive environment.
In the context of promoting equity and change in the workplace, DEI (Diversity, Equity, and Inclusion) initiatives play a crucial role. Allies who stand in solidarity with marginalized groups contribute significantly to fostering a more inclusive environment. Their active participation in DEI efforts demonstrates their commitment to change and equality.
Allies can help mitigate conflicts that may arise from differences in culture, beliefs, or backgrounds. By actively advocating for diversity and inclusion, they can help create a safer and more welcoming space for all team members.
Embracing an inclusive leadership style also involves fostering a culture of allyship. This means leaders should encourage their team members to engage in open dialogues about issues related to diversity and equity. By promoting an environment of openness and trust, leaders can help their team members feel valued and heard.
Showing genuine interest in your team members' diverse experiences and perspectives can lead to a more inclusive workplace. This can be achieved by actively seeking out opportunities for dialogue, collaboration, and learning from one another.
Inclusive leadership is crucial in promoting not just diversity and equity, but also inclusion and belonging. By prioritizing these values, leaders can help create a workplace culture that fosters psychological safety, enhances employee engagement, and ultimately leads to better business outcomes.
