Creating a Culture of Growth: The Role of Leadership in Employee Engagement

Real transformation is about changing behaviors, because ultimately, that's what makes change stick. -RTP

Introduction

Greetings, Changemakers!

For many mission-driven organizations, particularly those with a focus on social impact, maintaining high levels of employee engagement is crucial.?

However, a common challenge is a lack of leadership alignment with the growth opportunities needed to keep all employees, especially BIPOC (Black, Indigenous, and People of Color) employees, engaged and thriving.

When leaders fail to recognize and support the growth aspirations of BIPOC team members, disengagement often follows. Employees may show up to work, but without a sense of purpose or connection to the organization’s mission.

This issue can manifest in various ways, from a lack of professional development opportunities to an absence of culturally competent mentorship.?

For BIPOC employees, these gaps can be even more pronounced due to systemic barriers, such as underrepresentation in leadership roles and unconscious biases within the workplace.?

Leaders play a vital role in bridging these gaps, setting a tone that values growth, inclusivity, and equity.

In this blog, we will explore why leadership is central to fostering engagement among all employees, especially BIPOC employees and how you can realign your leadership style to create a culture where growth is not only encouraged but actively supported.?

You'll gain practical strategies to enhance engagement and develop an environment where your entire team, especially BIPOC members, can thrive. Let’s dive in!

The Problem: Leadership Disconnect and Its Impact on Engagement

Leadership is the backbone of any organizational culture, but when there’s a disconnect between leadership practices and the needs of everyone, especially BIPOC employees, engagement can suffer greatly.?

This disengagement is more than just a productivity concern—it has deeper implications for retention and overall organizational well-being.?

BIPOC employees often face additional challenges, such as microaggressions, a lack of representation in decision-making spaces, and limited access to growth-oriented projects.

Here are some key signs of leadership disconnect that can particularly impact BIPOC engagement:

1. Lack of Inclusive Communication: Leaders who do not engage in meaningful, two-way communication may fail to understand the unique experiences of BIPOC team members. This oversight can lead to feelings of isolation and exclusion.
2. Career Stagnation: BIPOC employees may face barriers to advancement due to a lack of mentorship or support for their career progression. This can create a sense of being overlooked or undervalued, resulting in frustration and disengagement.
3. Absence of Constructive Feedback: Regular, culturally competent feedback is critical for growth. When leaders do not provide feedback that acknowledges the specific challenges BIPOC employees face, it can hinder their professional development.
4. Low Morale Due to Underrepresentation: Seeing few BIPOC leaders in higher ranks can demotivate employees who aspire to leadership roles. Without visible role models, it can be challenging for BIPOC employees to envision their own path to advancement.

The consequences of this disconnect are significant. Studies show that disengaged employees are less likely to stay with an organization, and this trend is even more pronounced among underrepresented groups.?

For BIPOC professionals, a lack of engagement often means looking for opportunities elsewhere, where they feel their growth is genuinely supported. The loss of diverse talent can undermine the organization's ability to fulfill its social mission.

However, there is a path forward.?

By aligning leadership with a culture of growth, leaders can create a more inclusive and supportive environment that addresses the specific needs of BIPOC employees, ultimately leading to higher engagement and retention.

The Solution: Realigning Leadership to Promote Growth

To effectively address low engagement among BIPOC employees, leaders must actively champion growth and development.?

This requires a shift from generic leadership strategies to those that are intentionally inclusive and aware of the unique barriers BIPOC employees face.?

Here’s how leaders can make this shift:

1. Communicate a Vision of Inclusive Growth?

A vision of growth that resonates with BIPOC employees must be clear, inclusive, and actionable. Leaders should articulate how the organization’s long-term goals align with the professional development of all team members, including those from marginalized backgrounds.

Next Steps:

• Hold regular town halls or focus groups that specifically address the growth aspirations of BIPOC employees. Use these sessions to gather feedback and adjust the organization’s development strategies.
• Establish Employee Resource Groups (ERGs) to gather insights on how to support BIPOC team members.? Share stories and examples of what it looks like when employees, especially those from underrepresented backgrounds, are able to see a clear path for advancement.
• Establish mentorship programs that pair emerging BIPOC leaders with senior mentors who can help them navigate career challenges and opportunities.

Scenario: Imagine a team where leaders hold monthly forums to address employee development. BIPOC team members are given space to express their aspirations and challenges. In these forums, leaders share how they can integrate these aspirations into the organization’s growth plan, making clear how individual goals align with the company’s mission.

2. Provide Continuous Learning Opportunities that Reflect Cultural Competence?

For BIPOC employees, learning and development (L&D) programs must go beyond generic skill-building.?

They should include elements that recognize the specific challenges faced by underrepresented groups, such as navigating bias or developing resilience in predominantly white workplaces.

Next Steps:

• Develop workshops that focus on leadership skills through the lens of cultural competence, such as navigating microaggressions or leading diverse teams.
• Offer tailored coaching that helps BIPOC employees identify and overcome systemic barriers in their career paths.
• Create an ERG or peer learning groups where BIPOC employees can share experiences and strategies for professional growth in a safe, supportive space.

Scenario: Consider a learning program that includes modules on overcoming implicit biases and empowering team members from diverse backgrounds in addition to all of your people. Have all employees participate in a coaching series that helps them set career goals while understanding how to navigate the unique challenges they face - everyone has challenges - not just underrepresented groups. The result is a more confident, engaged team ready to take on leadership roles.

3. Nurture Growth through Shared Ownership and Visibility?

Creating a sense of ownership is crucial for engagement, especially for BIPOC employees who may feel sidelined in decision-making processes. Leaders can foster a culture where all employees, regardless of their background, feel empowered to take on leadership roles and drive initiatives.

Next Steps:

• Encourage Initiative: Develop platforms where everyone, including BIPOC employees, can pitch new projects or improvements. This could include an “Innovation Hub” where ideas are discussed and implemented - inclusion is key.
• Lead by Example: Share your journey toward becoming a more inclusive leader. Demonstrate vulnerability by seeking feedback from everyone especially those who typically don’t speak up and really consider their insights.
• Promote Cross-Department Projects: Provide opportunities for all employees to collaborate on high-visibility projects across different departments, which can broaden their skill sets and professional networks.

Scenario: Picture an organization that allows employees to propose projects aimed at improving customer experiences. Underrepresented employees are encouraged to lead these projects, gaining visibility with senior leadership and expanding their influence across departments. This approach ensures that diverse voices are heard and valued, building a culture of shared growth and inclusion.

The Big Picture: How Realigning Leadership Drives Engagement and Growth

Leadership plays a pivotal role in creating a growth-oriented culture that is genuinely inclusive of BIPOC employees.?

When leaders make a conscious effort to promote growth that is aligned with the needs of underrepresented groups, the impact is significant. It creates an environment where every employee feels seen, valued, and empowered to grow.

A culture that prioritizes growth for everyone, including BIPOC employees, doesn’t just benefit individuals—it strengthens the organization as a whole. Employees who see a clear path for their development are more likely to stay, contribute their best ideas, and advocate for the organization’s mission.?

They also bring diverse perspectives that can drive innovation, making the organization more adaptable and resilient in the face of challenges.

Transformational leadership is essential in this context. Leaders who focus on growth through equity and inclusion don’t just manage—they inspire.?

By fostering personal and professional development, these leaders build a workforce that is not only engaged but deeply invested in the organization’s success.

Conclusion: Realign Your Leadership for Greater Engagement

Creating a culture of growth requires more than just policy changes—it demands leadership that is attuned to the unique needs of everyone, including BIPOC employees.?

Take a look at this powerful guide to create a culture of growth.

When leaders actively support the growth and development of all team members, engagement naturally follows.?

The steps you take today, whether through providing culturally relevant mentorship or fostering inclusive communication, will shape the future of your organization.

Here’s what you can start doing right now:

• Develop a vision of growth that explicitly includes BIPOC employees’ development goals.
• Invest in learning opportunities that address the unique challenges faced by underrepresented groups.
• Create spaces where everyone, including BIPOC employees can share their ideas, take ownership of projects, and shine.

If you’re ready to realign your leadership approach and boost engagement within your workforce, let’s have a conversation.?

Together, we can create a strategy that empowers your team and aligns with your mission to make a difference.

Get Up and Grow!

Raúl T. Pereyra (RTP)

[email protected] ?