How can executives improve their communication skills to promote diversity and inclusion in the workplace?

It is a good idea to include all the employees in a short duration training. This will define what is expected by the organization in their communication, where diversity and inclusion are concerned. The training would need to include 1. The organization's culture of diversity and inclusion 2. What is expected what is not 3. How to be respectful to all 4. Listening skills 5. Non verbal communication that expresses diversity and inclusion Thereafter the organization needs to set a feedback mechanism to promote the desired culture.

This starts with deep self-awareness and presence. It begins with listening – not just hearing words, but truly understanding the diverse perspectives and experiences of others. Encourage open and empathetic communication, where all voices are valued and heard. Foster an environment where differences are not just tolerated, but celebrated as sources of strength and innovation. Be open to feedback and willing to change. This approach, grounded in your ability to be here and now, transforms communication into a tool for building a more inclusive, diverse, and harmonious workplace.

Foster a safe and inclusive environment where all individuals feel comfortable expressing their thoughts and ideas. Encourage open dialogue, respect diverse perspectives, and create opportunities for everyone to participate. Its crucial to be empathy by putting yourself in others' shoes and seeking to understand their experiences and emotions. Validate their feelings, acknowledge their perspectives, and respond with compassion and sensitivity. By actively listening and empathizing with others, executives can create an inclusive workplace where diverse perspectives are valued and everyone feels heard and respected.

Listening is perhaps the most important communication skill for promoting diversity and inclusion in the workplace. The Dalai Lama is said to have noted, “When you talk, you are only repeating what you already know. But if you listen, you may learn something new.” Listening creates that opportunity for learning and connection. None of us really know what others are going through. Yet we can be hear their stories, show interest through curious questions, and express appreciation for what has been shared, without blame or judgment, and become allies. This builds trust so that when the inevitable human error occurs and something thoughtless or dismissive is inadvertently said or done, there is ongoing opportunity for healing and understanding.

Actively listen to others and give them your full attention. Avoid interrupting or assuming what they are going to say. Practice active listening techniques such as paraphrasing, summarizing, and asking clarifying questions to ensure you understand others' perspectives accurately. Treat every individual with respect, regardless of their background, identity, or position in the organization. Be mindful of your tone and body language, ensuring they convey respect and inclusivity. Avoid disrespectful or dismissive behavior, and be aware of unconscious biases that may impact your interactions.

Self-awareness by seeking ongoing feedback is a powerful tool to supercharge your communication. Creating intentional structured opportunities to receive feedback in 1:1 conversation is a good way whereby you can let people know well in advance that you would like feedback from them and are keen to learn how they see a situation or your strengths and development areas etc. It also important to focus on creating psychological safety for someone who is giving feedback to you. Another important point is to circle back to the person who gave you feedback and let them know if you have taken concrete actions on it, this helps you build credibility and a more trusted relationship.

Foster an environment where feedback is encouraged and valued. Make it clear that feedback is not only welcomed but also necessary for growth and improvement. Encourage open and honest communication, and ensure that individuals feel safe to provide feedback without fear of retribution. Commit to continuous learning and development in the realm of diversity, inclusion, and effective communication. Attend workshops, seminars, or training programs focused on these topics. Stay updated on research, best practices, and emerging trends in these areas to continually enhance your skills. Feedbacks can continuously improve communication skills and create a more inclusive workplace where diverse voices are valued and heard.

Dialogue and collaboration are important tools for leaders seeking to strengthen their team members and the output of the team. Interestingly, self-awareness is a key ingredient for any leader to more productively guide dialogue and collaboration efforts. Good leaders understand the impact they have on others and seek to create space for team members to shine, facilitating outcomes rather than driving or directing them.

It's often easier to understand how to improve in this area by reflecting on experiences I've had that didn't work. So here's one that might help. Senior execs visit the UK to review the team's business results. The meeting starts on time, but the two most senior colleagues derail it by talking for fifteen minutes about the results of the super bowl. Now I know that the super bowl is a big thing in America. But I think leaders overlook the subtle messages such behaviour sends to their teams. Though leaders may not intend it, it can convey the following messages: I'm the one who is powerful here; my colleague and I are in a club that you're not part of. Imagine if that scene were reversed and the two more junior team members did the same!

Here are 6 areas you must focus on for a holistic approach: 1. Listen Actively and Empathetically - you'll understand diverse viewpoints and create an inclusive atmosphere. This is real D&I. 2. Challenge Implicit Bias - recognize and address your own biases. 3. Cultural Competence - understand different communication styles (verbal, nonverbal, written, or visual) prevalent in a culturally diverse workplace. 4. Seek Common Ground - work explicitly with diverse groups to find common ground and build bridges. 5. Broaden Definitions of Success - recognize and celebrate diverse achievements and contributions. 6. Empower Employee Voices - encourage employees to share their perspectives, ideas, and concerns.

Communications in a corporate environement is special. It is not like in education where students have to acquire knowledge. It is not like in the military where soldiers are expected to obey orders without discussion. Communications in a corporate context to free and intelligent employees needs to go beyond, without neglecting, the usual social sciences advice of sharing vocabulary and points of views. Employees are asked by communications to alter behavior. Free and intelligent human beings immediately think : "what is in it for me". They need to perceive that there will be a win/win situation for them to accept the request. They need to perceive that the communicator possesses a genuine sense of justice.

Communication style is only on the behavior level: more important is to support the clients to incorporate diversity and inclusion in their personal values - and treat everybody with respect. When I can support my coachees in this change, their communication style will mostly change automatically - and in a very sustainable manner. It is no more just a trained new behavior which will fade away after a short time, it's really something based in their personalities.