Inclusion: The Key to Great Workplaces and Exemplary Leaders

Inclusion is one of the most important tenants of a healthy culture. When it comes to creating great workplaces and exemplary leaders, a focus on inclusion is imperative. In organizations where everyone feels included, seen, heard, and understood, amazing things can happen.

The framework of The Five Practices of Exemplary Leadership^® can be applied in this context to create inclusive workplaces. When leaders take time to know their people individually, including the background and life experiences they are bringing to their work, it is possible to leverage their unique perspectives to create a more successful, diverse, and innovative organization.

Inclusion refers to creating an environment where all employees feel valued, respected, and supported regardless of their differences. Differences can include race, ethnicity, gender, sexual orientation, age, physical abilities, religious beliefs, educational background, neurodiversity, and more.

Inclusive workplaces promote diversity and strive to ensure that everyone has equal access to opportunities, resources, and advancement. It is about creating a culture where diverse perspectives are welcomed, heard, and valued, ultimately leading to greater innovation, creativity, and overall success.

A recent article from Wiley Workplace Intelligence shared insights from a survey of 2,008 individuals on the state of inclusivity in organizations today. While the results were promising, there were areas of opportunity that provide clear guidance for organizations as they work to improve equity and inclusion.

Requests for Accommodations Becoming More Common

2/3 of people feel comfortable asking for accommodations at work.

The research showed that two-thirds of those surveyed felt comfortable asking for accommodations at work, which is undoubtedly more common than before the pandemic upended workplace norms and challenged ideas about what is necessary to promote productivity and innovation.

Leaders at all levels can help their people succeed by working to accommodate a variety of working styles. Striving to Challenge the Process by way of accommodations can help increase innovation and productivity by adapting a more flexible work environment when possible.

While flexible work arrangements (such as hybrid or remote models) are a primary way organizations can embrace inclusion, there are many other accommodations that can promote an inclusive environment. For example, providing quiet rooms and sensory-friendly workspaces (i.e.: cubicles away from busy areas or standing desks) in an office environment, clear and direct communication, coaching and mentorship opportunities, and assistive technologies such as note taking bots or screen readers.

Leaders have the power to tailor their leadership style to the needs of their people, which will not only go far in creating greater productivity but will increase engagement. When people’s needs are met, they are more likely to engage and feel valued which will contribute to better workplace culture and unlock the power of leadership throughout your organization.

Educating Leaders on Inclusivity Low on List of Priorities

My organization invests in educating leaders about creating an inclusive work environment ranked last to 36% of respondents.

While the research showed that organizations are largely moving towards more inclusive policies and practices, there are still some gaps when it comes to educating leaders on practical steps to creating inclusive cultures. Around one-third of those surveyed shared that their organization does not invest in educating leaders on how to create inclusive work environments.

Inclusion is more important than ever when it comes to creating successful organizations that have engaged workforces. The importance of inclusion cannot be undersold as it impacts a variety of areas, including engagement and morale, recruiting, retaining top talent, innovation, including diverse perspectives, as well as ethical and social responsibility.

Taking time to partner with your organization to ensure that inclusion is a priority is a way that you can Challenge the Process and Inspire a Shared Vision that moves your organization forward.

Leadership Does Not Reflect Diverse Workforce

54% think leadership is as diverse as the workforce.

Almost half of respondents shared that the leadership in their organization does not reflect the diversity of the workforce itself. There are a number of problems that can arise when this happens, including a limited perspective guiding the organization which can have a major impact on the success of your business.

When leadership does not reflect the diversity of the overall workplace, they may struggle to understand the needs, concerns, and experiences of their employees. This can lead to bias, even unintentionally. Having diverse leadership is crucial as it provides representation and inspiration, showing that diversity is valued and there is no limit to growth potential. It also attracts a broader pool of talent which increases competitive advantage and promotes better understanding of diverse customer bases, audiences, or industries.

Ultimately, diverse leadership demonstrates commitment to fairness, equity, and inclusion – vital elements of successful organizations.

Promote Exemplary Leadership and Inclusion with The Leadership Challenge^®

These issues are less likely to arise in organizations that leverage The Leadership Challenge^® and the founding principles of The Five Practices of Exemplary Leadership. The framework of The Five Practices can be applied in the context of building inclusive workplaces and can be utilized by leaders at all levels in the organization, not just traditional leaders of people.

When organizations engage assessment and learning experiences like The Leadership Challenge, it is possible to identify areas of both strength and opportunity in everyone, promoting exemplary leadership at all levels in your organization.