Inclusion is the Solution
Diversity is a headcount; inclusion is a feeling.
Most leaders understand the need for a diverse workforce, but the implementation approach often feels daunting because there is a weight — and often hesitancy — associated with having to figure out where to start. As the research has shown, few organisations are ahead of the curve, and guilty conversations swirl around slow progress. (And as we’ve seen this year, many organisations are backpeddling away from DEI initiatives entirely.)
From my perspective, the focus needs to shift away from diversity (the headcount) and move toward strengthening aspects of inclusion and belonging (the feeling). Organisations are keen to ensure that they look the part, which is one side of the equation; the other side is ensuring that the values and principles provide a true foundation for what is expected of everyone on the team. Getting people through the door is a step forward, but making sure they want to stay in that room? That’s where the real work comes in.
I certainly feel that we need to prioritize both diversity and inclusion in the workplace; however, when the optics of adding additional people to a company present well to senior leadership and the public audience, many leaders stop there. The focus on true integration and inclusion doesn’t exist.
Where is the gap? Many of us typically think inclusion is automatic: that when you add new people to the melting pot, the contents of the pot will…well, naturally meld together. But inclusion is not a default, nor is inclusion a separate initiative. As leaders, we need to practice and build the skills of inclusive leadership continuously so that they become embedded in the most natural way possible. We can do so by observing moments when we felt included: What were they, and what created the feeling of inclusion? Tapping into our internal understanding of belonging can help provide focus and direction to what we can do for others.
Why does inclusion matter? A harmonious culture creates a motivated workforce, and managers play a large part in creating a culture of belonging. Inclusion leads to people feeling that they belong; this is the backbone of a productive workforce. According to Gallup 2024, one in five employees reported experiencing loneliness and being consequently disengaged (see Gallup’s State of the Global Workplace: 2024 Report).
To enhance your inclusive leadership, adopt these 5Cs:
Create experiences (in person or virtual).
Organise virtual water cooler meet-ups. Find some simple Monday morning icebreakers to start your day with the team. Facilitate connections that encourage people to meet on lighter, less work-focused matters.
Chime in.
Add to the conversation. Fostering inclusivity in the workplace is difficult for many, so sharing as you learn from your own journey can amplify the importance of this work and help others. Talk about it, write about it!
Calibrate your cadence.
Whatever approach you choose, ensure you’ve set up a system that invites regular and consistent follow-throughs. We lose people with empty promises, so focus on three main actions you want to take and be held accountable for on your leadership path.
Clear the path.
This journey starts with the ability and self-awareness to say, "I didn’t know," "I knew something different," or "That is not what I had thought." Clear the way for new learning. No one has all the answers, and being open to learning and growth is the surest way to success. Asking for help and offering help are two surefire ways to thoughtfully work on inclusion.
Celebrate impact.
We are typically only focused on fixing the failures. What about celebrating small wins as well? What was the positive impact of some decisions or actions you took? Reflecting on success keeps everyone’s motivation up.
For more insights, visit some of my favourite resources on inclusive leadership:
Read:
Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work: Ruchika Tulshyan
The Key to Inclusive Leadership: Harvard Business Review
The Necessary Journey: Making Real Progress on Equity and Inclusion: Dr. Ella F. Washington
Listen:
The Diversity Gap: Bethaney Wilkinson
Race at Work: Porter Braswell
Watch: