Strategies For Inclusive Leadership

Introduction to Inclusive Leadership

Significant moments impacting inclusive leadership are on the horizon. First, we’re nearing the fifth anniversary of George Floyd’s murder. Secondly, we are nearly 120 days from the signed executive order that encouraged federal agencies to highlight organizations that have engaged in illegal discrimination through diversity, equity, and inclusion. Since then, we’ve seen a lot transpire (i.e., pushes for large Corporate Boards to investigate or end DEI practices, announcements around ending or adjusting DEI goals, settlements made to avoid litigation, and reaffirmations to stay on the DEI journey). This barrage of activities is a lot for all of us to navigate, so grace is necessary to show up, respond, and navigate these times effectively. This article provides an infusion of hope, awareness, and community required to thrive during these times.

Find An Inspirational Well For Inclusive Leadership

Transparently, I’ve been astonished by the unfolding of the current landscape, its impact on this work, and the communities impacted. Hence, it’s taken some time to allow ongoing processing and action planning for the future. However, I’m grateful to have found and attended The Power of Inclusion Summit hosted by The Winters Group. The experience was therapeutic, energizing, inspiring, and educational. The event provided fuel to stay the course, and I’m inspired to continue sharing my thought leadership with the readers of this column, offering encouragement to remain committed to the inclusive leadership journey.

Three Key Takeaways That Fuel Inclusive Leadership in Turbulent Times

There were lots of takeaways from The Power of Inclusion Summit. I want to highlight some memorable ones that are helpful knowledge for inclusive leaders. Keep this event on the radar for next year’s professional development activities.

1. Use Values As A Leadership Beacon

Ben Cohen, Co-founder of Ben & Jerry’s, discussed the importance of using values as a leadership beacon in conversation with Mary-Frances Winters. Ben & Jerry’s values include human rights and dignity, social and economic justice, environmental protection, restoration, and regeneration. More information on those values is available here. Ben also talked about the 30/30/30 rule. He said 30 people will agree with what happens, 30 will take a neutral stance, and the remaining 30 percent will be against it. Consider leveraging this useful barometer to evaluate and land upon the impact we want to make as inclusive leaders. It is a great reminder that leaning into one’s values can help decision-making and navigation in these turbulent times. On a fun note, I also discovered a flavor graveyard for Ben & Jerry’s to add to my travel bucket list for Vermont.

2. Leverage Experts To Gain A Better Understanding of Legal Implications Impacting Diversity, Equity, and Inclusion Goals

Kenji Yoshino from the NYU Inclusive Leadership Center unpacked the executive orders and gave concrete examples of legal or illegal discrimination. Data is powerful and can support the inclusive leadership journey. The Meltzer Center for Diversity, Inclusion, and Belonging provides a tracker around anti-DEI and pro-DEI cases. Access to this information can bring peace of mind to those worried and need factual information to continue inclusion work and effectively lead against challenges around this work. For example, the tracker highlights 12 cases around diversity training. Reading about these cases will provide the inclusive leader with helpful information for fine-tuning training strategies.

3. Embrace Change Management As A Part Of The Strategy To Create An Inclusive Workplace

Dr. Sandra Upton discussed Change Management as a strategy to improve workplace culture. She advised us to embrace our roles as change agents in our organizations. The reframing helps inclusive leaders get traction on the work needed. Dr. Upton introduced a DEI Propel Framework to help leaders implement transformational change that sticks.

Conclusion

In conclusion, staying the course as an inclusive leader requires community, education, and a commitment to values-based decision-making. The Power of Inclusion Summit provided a much-needed infusion of hope, awareness, and community to navigate the challenges of inclusive leadership. By leveraging the expertise of thought leaders, embracing change management, and staying true to our values, we can create a more inclusive and equitable workplace culture.

FAQs

Q: What is the importance of values in inclusive leadership?
A: Values serve as a beacon for decision-making and navigation in turbulent times, helping leaders stay true to their mission and vision.
Q: How can inclusive leaders stay up-to-date on legal implications impacting DEI goals?
A: Inclusive leaders can leverage experts and resources such as the Meltzer Center for Diversity, Inclusion, and Belonging to stay informed about legal implications and best practices.
Q: What is the role of change management in creating an inclusive workplace?
A: Change management is a strategy to improve workplace culture, and inclusive leaders can embrace their role as change agents to implement transformational change that sticks.