Leadership matters: creating an inclusive workplace culture through role modelling

In globalized, multicultural organizations, leaders need to understand and recognize how important is create an inclusive workplace based on diversity and open-mindedness values. While, diversity is often an intrinsic value in today’s workplaces, inclusion is not something that happens by chance. It has to be consciously embraced and reinforced so it can become part of workplace culture. In this regard, leaders, straightened by words and actions, have a great impact on workplace diversity, while boosting morale and increasing performance.

But, how can leaders encourage inclusion and diversity through the organization? A leader must intentionally foster belonging and connection within the employees, so as encourage others to emulate its behaviour. Always more frequently, inclusion and diversity in the workplace are attributes that are not achieved due to leaders who constrain inclusion through their actions. Logically, it is not just diversity that matters, but the all culture of inclusion, belonging and support. This is actually known as role modelling, which is one of the most influential and cost-effective tools that leaders can use to endorse inclusion. Role modelling has a great impact on the organization and should not be underestimated. Employees observe how the leader values inclusion and enhances diversity, but above of all, they also tend to perceive that behaviours as ‘the right thing do to’. This, in turn, will shapes workplace culture and values. Leaders have the responsibility for setting the tone and making sure that employees understand what inclusion is and how carrying the weight of this culture. Obviously, is not always easy to be an inclusive leader, but there are simple life-hacks – or workplace tips – that can help a leader to deal with an inclusive role modelling.

The first step is to promote a transparent communication. Communicate transparently is crucial to having a highly open-minded team, which is able to share ideas, opinion and receive constructive feedback. This, in turn, will create an inclusive work environment, in which all the employees feel involved and valued.

The second tip suggest to avoid playing favouritism. An inclusive leader must be aware of this kind of behaviour. Favouritism can decrease morale, demotivate employees and, most important, can cause dissensions and conflicts among colleagues.

Another important tip is to avoid gender expression. Sometimes leaders use such expression like ‘guys’ address to the team members, which potentially exclude half of the team. This can leave some women feeling left out since they are not "guys."

Lastly, leaders must be intellectually dynamic and curious. Inclusive leaders actively learn from people around them, especially from employees. This is because leaders must recognize own weak points, and be aware of the potential negative sides of a poor management of a diverse and inclusive workplace.

Leaders need to have a mindset towards progress and growth. Innovation can be encouraged only if leaders operate with an open-minded and right attitude of acceptance. As a matter of fact, inclusive leadership is grounded in receptiveness to all ideas.

References:

https://www.forbes.com/sites/forbescoachescouncil/2017/08/21/inclusive-leadership-just-be-good-to-people/#69514ec61d67

https://hbr.org/2014/06/diversity-is-useless-without-inclusivity

https://hbr.org/2016/08/diversity-efforts-fall-short-unless-employees-feel-that-they-belong

https://www.forbes.com/sites/gaudianohunt/2017/02/27/workplace-diversity-tips-for-leaders-part1/#715de3ba33db

https://www.humanresourcesonline.net/leadership-matters-creating-an-inclusive-workplace-culture-through-role-modelling/