Common Sense (Feminism): A Logical Guide to Inclusive Leadership

It’s Women’s History Month and International Women’s Day is around the corner, and yet we are still questioning the benefits of diversity and inclusion. Given the extensive research underscoring the economic and societal value of gender equality in business, science, medical research, and legislative decisions, I’d like to focus on something simpler. ?This year's International Women’s Day theme is “Inspire Inclusion” prompting me to suggest three actionable steps that leaders across all domains can implement to include more women as active participants in their organization’s leadership and decision-making.

Let’s consider “exclusion” – the opposite of inclusion. While “inclusion” can seem intangible, the sting of exclusion is universally recognizable. Maybe you weren’t invited to a social event? Perhaps you came into a meeting room late and the conversation started without you? Did you learn that some team members stayed late, went out for drinks, and decided on something without you? Are people in your social circle members of a club you haven’t been invited to join?

Remembering the discomfort of exclusion can be a powerful catalyst for change. Here are three strategies to make meaningful changes that foster inclusion and address the gender gap in your organization and beyond.

1.?????? Open Opportunities

Access is the gateway to growth and leadership opportunities. A vital piece of advice I’ve learned: avoid making assumptions that inadvertently exclude potential candidates. For instance, don't presume a woman wouldn't want a leadership role abroad because of her spouse's career or that she won’t take the promotion that comes with increased travel because of her family commitments. When growth opportunities arise, ensure you're considering a diverse pool of qualified candidates and allowing them to choose for themselves.

And if you're a woman eyeing a new role, proactively communicate your aspirations to your leaders. Better yet, draft a proposal for your ideal next position and initiate the conversation.

2.?????? Nurture New Networks

Leadership roles are often circulated within a small, insular network. While we gravitate towards familiar networks for recommendations, they are limited and exclusive. It's imperative for those in power—often men—to extend beyond their traditional circles and discover talent in unexpected places. Commit to connecting with three women leaders outside your current network this year and ask them to open up their networks to you. This could involve reaching out through organizations that champion women in leadership, such as The Athena Alliance, How Women Lead, or Extraordinary Women On Boards. Through these organizations, I have had the privilege of meeting executive women from every industry, professional area, and geographic location, and they have enriched me professionally. Suffice it to say, there is not a pipeline problem, there is a network gap.

Encourage your HR team or recruitment partners to diversify their search strategies too and challenge them to expand their networks beyond existing databases. A more varied network will include more women and yield transformative business insights and innovation.

3.?????? Spotlight on the Subtle

Consider the subtle ways in which inclusion or exclusion manifests. Reflect on a time before the pop culture phenomenon of the Barbie movie—what if a company event had used a Barbie theme? Who might have felt excluded by that theme? (Answer: Likely 50% of your employee population) Recognize that employee engagement starts with feeling included, and details like event themes, meeting schedules, and even corporate merchandise can have a substantial impact on the team.

Similarly, ensure that company and customer events cater to a wide range of interests. I was invited once to an Executive Networking event at a golf club. Those of us who did not play golf were offered a Spa day, not an alternative sports activity with the people we were there to meet. With no opportunity to network and connect, we were excluded from the “real” executive event.

Inclusive marketing is equally crucial. With women influencing 85% of consumer spending, it's essential to present relatable imagery and language in your marketing materials. Remember, don’t self-select women out! Today women are purchasing over 50% of traditional male products, like cars, home improvement products, and consumer electronics – so including women in your customer engagement is table stakes.

While exclusion breeds disconnection and discontent, inclusion advances a sense of community, bolsters trust, and increases loyalty. We cannot wait 100 years to close the gender gap, especially when the economic cost ($12 trillion in global GDP) is so high. For leaders with the power to influence change, let this month be a catalyst for a lifelong commitment to opening opportunities, expanding your networks, and advocating for the advancement of women.