Staying Encouraged as an Inclusive Leader

When inclusive leadership efforts encounter unexpected resistance from invested stakeholders, it can be disheartening for those leading the charge, especially if the intentions to do the right thing for the organization are evident but unappreciated. Research says 43% of leaders felt the impact of this resistance. Additionally, the appetite for authenticity in the workplace will experience a setback that will undoubtedly impact productivity and engagement. Companies also will experience reputational harm as consumers and talent learn of an organization’s resistance to diversity, equity, inclusion, and belonging (DEIB). There is much to navigate to achieve authentic inclusion in the workplace.

What’s Causing Inclusion Resistance?

1. Fear and ambiguity about the future place for inclusion in the workplace have caused support to falter. One contributing example is the unfolding of the realized promises of the new administration, which models a continued path to the undoing of moves to embrace inclusion.
2. Doubt can impact resources like budgets and people involvement, directly impacting initiatives supporting an inclusive workplace culture. As a result, those committed to the inclusion journey can encounter leaders who withhold support due to a lack of awareness and buy-in around the business case for diversity, equity, inclusion, and belonging.
3. Business financial investments reviewed on an ongoing basis can yield changes in an organization’s priorities. Today, many inclusive efforts can experience risk appearing on the shortlist as a lower-priority item, prompting investment reductions.

What Strategies Are Available For Leaders Committed To An Inclusive Workplace?

Communities can provide support when resistance occurs around inclusive leadership as a priority.

Those feeling the impact of DEIB changes can re-evaluate the work environment to gauge the appetite for the path forward. Doing a thorough assessment allows insights to move forward. Some possibilities to consider include:

1. Now more than ever, expanding knowledge and gaining new tools to continue being an inclusive leader makes sense. When engaging in additional education, one can develop/expand upon a supportive network with an affinity for DEIB as a priority. The continued opportunity to discuss and explore additional solutions for DEIB challenges can be a fruitful strategy to support continued impact on the workplace.
2. Now is the time to call in support from stakeholders and allies to increase support for championing the readjustment of DEIB as a priority. Doing so reduces the burden on the inclusive leader to always be on the receiving end of any pushback and to experience fatigue or momentum loss. This strategy also allows time for refueling to continue the work needed to improve inclusion in the workplace.
3. Leverage data (recruitment, promotions, decision-making, innovation from diverse collaborations, etc) as a tool to strengthen ongoing communications. Evaluate the available data and use storytelling to enroll more advocates to support resistance against workplace inclusion.

Conclusion

Inclusive Leadership remains of utmost importance amidst a lot of noise around the necessity for diversity, equity, inclusion, and belonging in the workplace. There is still a need for an inclusive workplace, as the workplace’s diversification will demand changing policies and leadership.

FAQs

1. What are some common causes of inclusion resistance?

Fear and ambiguity about the future place for inclusion in the workplace, doubt impacting resources, and business financial investments reviewed on an ongoing basis are some common causes of inclusion resistance.

2. How can inclusive leaders stay encouraged?

Inclusive leaders can stay encouraged by expanding knowledge, engaging in additional education, calling in support from stakeholders and allies, and leveraging data to strengthen ongoing communications.

3. What is the importance of inclusive leadership in the workplace?

Inclusive leadership is of utmost importance in the workplace as it promotes diversity, equity, inclusion, and belonging, which can lead to improved productivity, engagement, and reputational harm avoidance.