Intentionality in Diversity and Inclusion: A Leadership Perspective
Intentionality in Diversity and Inclusion: A Leadership Perspective
Creating a diverse and inclusive culture requires intentionality and transparency. As leaders, our brains are wired to protect us, which can sometimes lead to bending our intentions when challenges arise. Today, I want to focus on how to use intentionality to create a neutral environment where everyone can excel.
Model Values, Don’t Just Teach Them
Values are best modeled, not just taught. If you intend for your organization to be fair and just, you must embody these principles. This means not allowing someone to slack off just because they have been with the company for a long time or possess critical knowledge. Fairness and justice do not mean everyone gets the same thing; rather, it means providing equal opportunities for all to achieve the same outcomes. Leaders must meet employees where they are. For instance, a highly motivated employee who proactively seeks work might be given more flexibility, such as working from home, because they consistently exceed expectations. Fairness means offering the same opportunities while employees bring their attitude and strategic thinking to the table. This approach prevents penalizing top performers in an effort to maintain equality with less productive employees.
Communicate Intentions Clearly
When planning to change a process, don’t spring it on your team. Instead, give them a heads-up about the upcoming changes and the desired outcomes. Keep them informed throughout the process and provide them with the time and space to adapt to the new changes. Clear communication helps in managing expectations and reduces resistance to change.
Avoid Playing Favorites
Transparency is key. Be prepared to explain your decisions clearly. For example, if an employee questions why a colleague works from home three days a week, explain that the colleague consistently meets deadlines, takes on new projects proactively, and contributes innovative ideas. Emphasize that you are willing to offer the same flexibility to others as they demonstrate similar levels of productivity and initiative. The goal is to have a highly productive, self-motivated, and strategic team. If an employee’s performance is lacking, work with them to improve their efficiency and effectiveness so they, too, can enjoy the same opportunities.
Accept Criticism Gracefully
Leaders must be open to criticism and view it as a two-way street. When your team sees that you can take feedback as well as give it, they will be more receptive to constructive criticism. This fosters a culture of continuous improvement. Regularly ask your team, “What do I do that makes your job easier?” and “What are 2-3 things I can improve on to help things run smoother for you?” While you may not be able to implement all suggestions, sharing what you can and cannot do demonstrates your commitment to improvement. For example, if your team requests no changes to a program three days before delivery, discuss what would be required to meet this request. This might involve adjusting timelines for material submissions to ensure exceptional client service.
Conclusion
Intentionality and transparency are key to fostering a diverse and inclusive culture. By modeling values, communicating intentions clearly, avoiding favoritism, and gracefully accepting criticism, leaders can create a neutral environment where everyone has the opportunity to excel. This approach not only enhances team performance but also builds a more cohesive and motivated workforce.