Embracing Equity in Leadership: The Essential Role of Servant Leadership in Supporting Women from Minority Backgrounds

In today’s diverse workplace, achieving equity is not just a goal—it's a critical necessity. As leaders, our responsibility extends beyond mere management; we must actively create an environment where every voice is not only heard but also valued. This commitment to equity is especially crucial for women from minority backgrounds, who may face cultural barriers that discourage self-promotion.

Understanding Equity vs. Equality

Equity and equality are often used interchangeably, but understanding their distinction is vital in leadership. Equality means providing the same resources and opportunities to everyone, assuming all individuals start from the same baseline. Equity, on the other hand, recognises that individuals come from diverse backgrounds and may need different resources and opportunities to achieve similar outcomes.

For leaders, embracing equity means:

• Assessing Individual Needs: Evaluate what each team member needs to succeed. For some, it might be mentoring, while others might benefit from more direct opportunities to lead projects.
• Adjusting Resources: Allocate resources in a way that accounts for these differences, ensuring that everyone has what they need to thrive.

The Role of Servant Leadership

Servant leadership flips the traditional power hierarchy, placing the leader at the service of their team. This approach is inherently supportive, aiming to foster the personal and professional growth of team members.

In the context of supporting women from minority backgrounds, servant leadership means:

• Empowering Through Service: Focus on serving the needs of your team members before considering your own. This might involve providing them with tools, education, or even advocacy.
• Encouraging Growth: Help team members develop their skills and advance their careers by providing opportunities tailored to their strengths and cultural context.

Proactive Recognition

One of the key barriers that women from minority backgrounds may face is the cultural tendency to avoid self-promotion. Leaders can bridge this gap by proactively recognising and promoting their achievements.

Strategies for proactive recognition include:

• Visibility in Leadership: Ensure these team members are represented in leadership meetings and decision-making processes.
• Acknowledgment in Public Forums: Use team meetings, company-wide emails, and professional networks like LinkedIn to celebrate their achievements.
• Highlighting Achievements: Make a conscious effort to highlight the contributions of these individuals in performance reviews and when discussing potential promotions.

Cultural Sensitivity and Awareness

Effective leaders recognise the importance of cultural sensitivity—understanding, acknowledging, and respecting the cultural differences within their teams.

To enhance cultural sensitivity, leaders can:

• Educate Themselves and Their Teams: Hold training sessions on cultural diversity to better understand the various backgrounds of your team members.
• Respect Cultural Communication Styles: Adapt communication methods to match the cultural preferences of team members, which may include more indirect communication styles or deference to authority.

Building a Supportive Network

Creating a network of support within the organisation can be particularly empowering for minority women who might otherwise feel isolated.

Ways to build a supportive network include:

• Mentorship Programs: Pair women from minority backgrounds with mentors who can provide guidance, feedback, and support.
• Peer Support Groups: Establish or support networks and groups within the organisation where employees can share experiences, challenges, and solutions.

Conclusion

Leadership that truly embraces equity goes beyond formalities—it requires a genuine commitment to understanding and addressing the unique challenges and needs of every team member. By adopting a servant leadership approach, actively recognising achievements, fostering cultural sensitivity, and supporting a network of empowerment, leaders can make a significant impact. This commitment not only supports the individual growth of team members but also drives the entire organisation towards a more inclusive and equitable future.

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Acknowledgement

As I conclude, I want to extend my deepest gratitude to Women Of MENA In Technology . Over the past six and a half years, collaborating with this inspiring organisation has profoundly enriched my journey. Through our collective efforts, we have successfully spotlighted talented women from the MENA region, introducing them to major players in the tech industry.

As the leader of the London chapter, I have had the extraordinary privilege to engage with an amazing community and a remarkable pool of talent. The initiatives we've spearheaded together have not only highlighted the capabilities of these incredible women but have also connected them with senior leaders who are at the forefront of driving diversity, equity, and inclusion in the tech space.

Thank you, Women of MENA in Technology, for this great opportunity. It has been a truly transformative experience, one that continues to inspire and motivate me every day.