Why Organization's Leaders Need to Prioritize Inclusion

Prioritizing inclusivity in an organization is a matter of ethics, social responsibility, and strategic advantage. It fosters a positive work environment, drives innovation, attracts and retains diverse talent, and enhances organizational performance. By embracing inclusivity, organizations can create a robust,  resilient, and thriving culture that benefits everyone involved.

Those who lead such organizations share  three important traits:

1. They know that diversity is a strength. Without diversity, there is no inclusivity.
2. They demonstrate fairness, equality, and social justice, in alignment with fundamental human rights principles. They seek to understand experiences and create a sense of belonging and psychological safety with the team. 
3. They develop an inclusive mindset and embrace the experience of going down the “rabbit hole” as they explore different cultures. They’re curious to seek out experiences outside their own background and demographic that are different from theirs, that can give a new perspective. 

Diversity is an Organizational Growth Strategy

Embracing the challenge of creating an inclusive workplace yields internal and external benefits for the organization’s growth. 

As societies become diverse, organizations prioritizing inclusivity are better positioned to connect with diverse customer bases. This builds customer loyalty and, in turn, can lead to increased market reach and competitiveness. Encourage diverse representation at all levels of the organization and eliminate barriers that prevent underrepresented groups from participating fully. Promote a culture of respect and dignity where everyone is treated with fairness, kindness, empathy, and grace. This includes fostering an environment free from discrimination, bias, and microaggressions.

When leaders prioritize inclusivity, the organization benefits from a broader range of viewpoints, enabling them to approach challenges from multiple angles, resulting in more robust problem-solving and decision-making. When they’re part of identifying the solutions, employees feel part of, not apart from, which motivates them to stay with the organization and contribute their best efforts towards achieving organizational goals.

Fundamental Human Rights Principles

Organizational inclusivity goes beyond mere tolerance and diversity; the goal is to foster a culture in which each individual is welcome to bring in their unique talents and experiences that can contribute to the organization’s success. It positively impacts employees’ sense of belonging by creating psychological safety, fostering acceptance and validation, promoting collaboration and teamwork, providing opportunities for growth, reducing workplace stress, and enhancing employee retention and engagement.

• Psychological Safety: Employees feel comfortable expressing themselves, sharing ideas, and taking risks without fear of judgment or reprisal.  
• Acceptance and Validation: This helps create an environment where individuals can bring their whole selves to work and be accepted without having to hide or conform.
• Collaboration and Teamwork: They leverage their diverse talents, knowledge, and experiences to achieve common goals. This collaborative atmosphere strengthens relationships.
• Opportunity for Growth and Development:  Advancement is based on merit, rather than biased factors. Inclusive workplaces tend to offer mentoring programs and skill-building initiatives.
• Employee Retention and Engagement: Inclusive workplaces tend to have higher employee retention rates and greater levels of employee engagement. They actively contribute to the organization’s success.
  
  

Employees ranked their top three reasons for quitting:

• Not feeling valued in their organization – 54%
• Not feeling valued by their managers – 52%
• Not feeling a sense of belonging at work – 51%
  
  

Humans are emotional beings, and negative perceptions and emotions significantly impact effective communication and productivity. The degree of how likable an employee feels is at the core of their commitment potential within your organization.

3.  They Place High Value on Communication—All Communication!

The how is quite simple, really. Do not let the fog of daily minutia obscure the grandeur of your responsibility – being a leader who expects inclusivity at all levels of the organization. 

Leaders, stay focused. Do not get bogged down. Stay true to the course – and just maybe, your organization’s brand and perception will be the reason you have loyal employees and customers.

Recall the Leadership Lesson, Processionary Caterpillars. Do all you can to avoid becoming a caterpillar leader, doing things as they have always been done, and wondering why you aren’t achieving your goals around diversity, equity, and inclusion. Question everything using the lens of inclusivity. Get a range of diverse opinions and listen when someone shares a viewpoint that differs from your expectation. You may think your internal promotion process is merit-based, but the lived experience of your employees may inform you that there is still a bit of an “old boys club,” and that diverse employees are often passed over. 

Note: This guest post is the result of a collaboration between Southern New Hampshire University and Stewart Leadership. SNHU does not endorse or sponsor any commercial produce, service, or activity offered on this website.