HOW DO INCLUSIVE LEADERS SHOW UP
Gabriella Bodi
Founder ? Organization Developer ? Diversity & Inclusion Catalyst ? Keynote Speaker
Although we may be diverse in terms of our backgrounds, personalities, and life stories, there is one thing we all share: we are humans with a nervous system. While our nervous systems may not function identically, they share fundamental purposes.
As humans, we are constantly scanning our environment for safety and danger cues. According to polyvagal theory, how our nervous system perceives threats influences how our brain and body respond to situations.
This is no different in the workplace.
Every decision we make is influenced by these fundamental questions:
Usually, acceptance comes with conditions that enforce normative behavior. If that's the case, a person is always on guard and defensive, trying to secure their place at the table.
Our bodies and brains had been trained and socialized to perceive someone else as the “other”.?
As managers, it is our responsibility to create a safer environment for all our employees and help break down the barriers caused by this “othering”.?
Starting with ourselves.
3 THINGS INCLUSIVE LEADERS DO VERY WELL
1.They know they have biases and work on them.
All of us have biases—you, me, your boss, everyone. Those who claim they don’t have any are likely the most biased of all.??
Every act to show up as a leader or an ally in a pluralistic environment, where people look different, smell different, believe differently than us is like an active revolution against our own biology.?
To be inclusive leaders we need to unravel the certain ways that our bodies flinch when a certain identity gets in an elevator with us.?
It takes this mindful approach and somatic awareness to unpack at a level that allows us to be powerful and impactful with people who we are called to lead and serve.??
To accustom your nervous system to “others”, visit the places and cultural communities they frequent, such as markets, temples, public events like festivals or any other social spaces.
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2. They don’t just use PC language but are willing to have the uncomfortable conversations.
They actively seek out diverse viewpoints by forming a diverse (management) team and encourage robust debate on key decisions.?
The strongest leaders I’ve worked with demonstrate courageous vulnerability by asking for feedback, publicly apologizing and taking responsibility.?
They make a difference by respectfully speaking up when they see someone being excluded at work, consistently talked over in meetings, or overlooked for opportunities simply because they’re not in the room.
It shows a commitment to learning and improving from the experience for the whole organisation. Although this is easier said than done, you can feel like a target and easily become defensive.
When that happens, it undermines your entire goal.
You can work on your emotional regulation through body-mind practices which helps to cultivate a state in the body that gets less reactive to threats or triggers.?
3. They stand by what matters to them and catalyze change.
I know that showing up and becoming a role model for others is out of the comfort zone of many. It requires personal bravery and commitment to advocate for change.?
So, I invite you to do some soul searching.
If you have a daughter and you care deeply about her future, take decisive actions towards creating a more equal workplace, right now. Become an advocate for gender pay equality to ensure equal pay for women across the company.??
Become a proponent for sustainable business practices and social equality. Start initiatives to improve sustainability and advocate for fair labor practices within the company’s supply chain.?
My key massage here is
Find what makes you compassionately angry and do something about it.
Do you want to level up your organization's diversity and inclusion efforts related to your business processes? Do you want to learn how to utilize your nervous system to get to the next level in your career?
If you’re ready, book a call with me.
Best,
Absolutely crucial topic to tackle, Gabi, and that's why I hope I can support you and your audience with sorting out the examples you added, whether those are micro-aggressions or something else. It is very difficult to analyze these comments properly when taken out of context, but it sounds to me the first example is more like an insult, containing offensive/blaming remarks (you: are too.../should or shouldn't be) and referring to stereotypes about women (sissy, sensitive, objects of men's sexual desire), not necessarily directed to a member of a minority group. So in the first example we can hear someone insulting another person because of showing emotions/not living up to the 'manhood' standards. The difference between insult and micro-aggression can be recognized in the intention of the speaker and whether the expressed stereotype and the identity of the target are a match.