The Inclusive Leadership Workshop | Primed for Inclusion
Diversity and inclusion are hygiene and motivation factors respectively. The primacy of workplace inclusion as a driver for engagement, well-being, belonging, volunteerism, brand advocacy and performance continuity cannot be overstated. However, inclusive workplaces are not created by osmosis, they emerge as the paradigm shift from unconscious bias to conscious inclusion is made. What is workplace inclusion?
We start all our conversations using these core design principles:
CHANGE IS A CONSTANT
BIAS IS A REALITY
DIVERSITY IS IDENTITY
BELONGING IS A NEED
INCLUSION IS A FEELING
INCLUSIVE LEADERSHIP IS ESSENTIAL
Is about the positive psychological impact that being included has on individuals, and consequently the teams they work in, the organisations they work for and the clients they serve.
Creating Workplace Inclusion is the responsibility of both the employer and the employee.
The people managers curate the employees’ lived experience. They value diversity and know how to get value from diversity by managing inclusion. This is an art that needs to be mastered because the cost of exclusion is damaging morally, socially and economically.
Volunteers or Conscripts
People who want to feel part but feel apart live at the fringes. People who feel excluded move from the heart of our organisations and become fringe dwellers. Fringe dwellers only do what it says in their contract and what you pay them for because working for you is a DUTY. People who feel included reside at the heart they will do for you what you couldn’t afford to pay them for because working with you is a DELIGHT.
Diversity is simply difference.
To be an individual is to be unique, to be unique is to be diverse.
Inclusion is a feeling.
Inclusion is about emotion and these feelings (good or bad) will impact on how you perform.
and because of that:
Not being discriminated against, doesn’t mean you feel included.
Having a diverse team, doesn’t mean you have an inclusive team.
Valuing diversity doesn’t mean you get value from diversity.
Workplace inclusion is assessed at an implicit level based on the degree to which one senses that their difference either enables them to make a difference or simply makes them feel invalidatingly different.
To experience workplace inclusion is to feel…
A SENSE OF BELONGING
ABLE TO BE THEIR BEST SELF
ABLE TO DO THEIR BEST WORK
Inclusion is the key to performance
( K + S + J ) x A = P
Attitude to the power of Treatment
Performance and Profit
A culture of inclusion occurs when everyone H.E.A.R.S.
In an inclusive organisation people actually listen to others and to themselves. They know that assumptions and pre-judgements affect all of us and they are intentional about interrupting their biases.
In an inclusive organisation people treat one another equally well.
In an inclusive organisation people feel psychologically safe enough to be authentic and foster authenticity in others. They share power with rather tha having power over one another.
In an inclusive organisation people respect themselves and others for who they are and what they bring.
In an inclusive organisation people seek value from diversity by managing inclusion.
Leaders determine the culture
Leaders are role models whether they choose to be or not; they set the tone for their teams and business.
Diversity is not the same as inclusion
Diversity and Inclusion are interdependent, not interchangeable words, and inclusion needs to be managed.
Workplace inclusion drives productivity
Inclusion allows you to get value from diversity.
Workplace inclusion works best when
Senior Leadership sets the tone; managers value diversity and manage inclusion, and when the entire organization has shared accountability.
How an inclusive leader leads
An inclusive leader listens, treats people equally well, is authentic, respects others and seeks to get value from diversity.