Remember Starbucks and the backlash over exclusion challenges from wrongful arrest and condemnation in its Philadelphia location? The storm was costly to the retailer regarding training and settlement dollars. Today, there remains a demonstrable commitment to inclusion. This author noted a welcoming, inclusive message and educational bulletin board promoting various cultures upon visiting a local Starbucks this holiday season. Starbucks’ leadership had to rise to the occasion, as did inclusive leaders who received equally intense scrutiny over any form of bias. Although this was several years past, leaders must still be well-versed in inclusive leadership practices. Current topics (i.e., political decisions and strife, the war in the Middle East, and unnecessary hate crimes) continue to perplex leaders in deciding the correct approach for handling. This article will explore strategies leaders can consider leveraging during slower periods and get a jump start on prepping for inclusion in the new year.
Prioritize Building Connections
During this time, there’s an opportunity to experience and build awareness around inclusive cultures. Leaders who lean into curiosity and learn more about all team members will fare well. Ask your employees what’s top of mind this season. Remember those popular listening sessions in the aftermath of George Floyd’s murder? Yes, bring back those spaces to allow for connection opportunities. What will be celebrated or not celebrated this season? And why? Consider the many facets of the employee base. For example, someone may be waiting for a safe space to share the burden of caregiving responsibilities and mindset shifts around celebrating the holidays. Inclusive Leaders amplify abilities to check for non-verbal cues that indicate activation of empathy and compassion when needed.
Lead The Way To Fine Tuning And Enforcing Accountability Structures
Earlier, we reflected on audits. Now, let’s think about the accountability that’s in place for leaders and respective teams. Has there been enough success concerning inclusivity goals? It’s a good idea to strategize on amplifying and filling in gaps around accountability. Microsoft recently mandated employee accountability regarding diversity, equity, and inclusion goals. Hooray, for this work calls for all hands on deck. As an inclusive leader and trailblazer, consider what measures to implement to ensure additional progress. In Lee Jourdan’s Harvard Business Review Article, 7 Metrics To Measure Your Organization’s DEI Progress, measuring inclusion at large can be beneficial.
Contribute to Inclusion
Inclusion is about more than just what’s happening in the workplace. Committed, inclusive leaders strive to create a more significant impact. This season, collate a list of organizations committed to promoting inclusion. Then, pick at least one external entity, engage, and ask how to support it. Generally speaking, if employee resource groups are available, engage and ask what organizations each group supports. Again, here’s an opportunity to make an impactful difference. Also, consider opportunities to raise funds for causes. For example, The Human Rights Campaign tracks incidents of transgender hate crimes as well as sexual orientation discrimination.
For inclusive leaders, the work never ends. Instead, seize opportunities to transform and strengthen inclusive leadership capabilities this season.