As far as I’m concerned, Inclusive Leadership is the lovechild of Servant Leadership and Diversity, Equity, Inclusion, and Accessibility (DEIA) in the workplace.
While Servant Leadership focuses on demonstrating a desire to serve those in your charge through genuinely treating them with empathy and respect (instead of treating them like objects of production instead of human beings), a DEIA perspective embraces the fact that workplaces are more productive, creative, and innovative when people feel welcomed and respected.
From my perspective as a clinical sociologist who is inspired by all things learning culture and strategic program development, I have always viewed Servant Leadership and DEIA as two sides of the same coin. They both lift the belief that when you treat your people better, they work better. Countless studies have shown this to be true. This translates into increased retention, fewer employee relations headaches, higher productivity, and cost-savings.
Our workplaces are becoming more diverse and so is our customer base. A diverse workplace better informs and serves our diverse customers. However, we will struggle to retain a diverse workforce if we are not practicing and exercising our inclusive leadership skills. If your leadership development or supervisory training curriculum does not include inclusive leadership principles weaved throughout, you’re not doing yourself any favors. A module on DEIA or inclusive leadership isn’t enough, it must be deliberately integrated throughout the curriculum and closely weaved into the fabric of every module.
Inclusive leadership is not just a leadership style, it’s a value and philosophy. In order to fully reap the benefits of a workforce with inclusive leadership skills, it must be ingrained through deep change, which is better facilitated through values and not one-off modules that lack depth and alignment with an organization’s strategic plan.
Inclusive leadership is a transformative approach that can redefine the dynamics of the team you lead and the organization you serve. I've witnessed firsthand how the culture you cultivate can make or break your team's success. It's not just about the grand vision at the top; it's about the daily interactions and the environment you create as a leader. Your leadership behavior, values, and philosophy set the tone for your team's culture.
Imagine a workplace where every voice is heard, where diverse perspectives are not just welcomed but celebrated. This is the essence of inclusive leadership. It starts with empathy, respect, and an open mind. But more than that, it requires action. Your team looks to you to see how much trust you're willing to extend.
❓Will you empower them to take the reins, or will you hold on tightly, stifling innovation and growth?
The truth is, employees often leave supervisors, not organizations. This underscores the critical role you play as a leader in shaping your team's culture and impacting retention. Your actions, more than your words, set the temperature of your team.
❓Are you fostering an environment where everyone feels empowered to do their best work?
In my experience, I've seen senior leadership with a vision for ensuing that their staff feel like they belong, only to have it bottle-necked at the supervisory level. Conversely, I've seen team leaders create a thriving, inclusive culture despite a less-than-ideal organizational environment. Of course, the best-case scenario is the alignment between both, but this is easier said than done. This is why when I serve federal agencies, liberal faith-based communities, and social justice organizations, the foundation of my strategy is cultivating leadership at all levels.
As you reflect on your leadership values and practices, consider this:
❓How can you model the way for your team?
❓How can you ensure that your behavior aligns with the inclusive culture you wish to cultivate?
❓If your organization’s culture is not as inclusive as the culture you’ve created on your team, how can you “manage up” or otherwise support your senior leadership learning from your success while still “staying in your lane” and not “stepping on toes”?
Remember, it's not just about setting expectations; it's about embodying them.
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