How to lead with inclusion this election year

Welcome to Lead With Inclusion! This weekly newsletter is a resource for EVERY professional. Whether you’re a manager ready to be a more inclusive leader, or an employee ready to be a DEI champion in your workplace, inclusive actions lead to inclusive outcomes. Leading with inclusion simply means starting with inclusive actions in everything you do. It means identifying the areas where bias is at work, and shifting mindsets to make change.?

If you’re not sure where to begin, start here.

I get asked all the time by leaders for specific ways that we can lead with inclusion in our workplaces. On one hand, I get it: advice can be theoretical instead of practical, and practical steps are what we need to make change.?

But on the other hand, this question is funny to me, because from where I’m sitting there are ample opportunities to lead with inclusion… yet when presented with those opportunities, many leaders go in a different direction.?

I bring this up now because (maybe you’ve noticed ??) it’s an election year in the US, and the topics of DEI, leadership, and conflict are in the hearts and minds of many. How is a leader to navigate these tense waters with inclusion??

Lead With Inclusion:

Leadership is often thought of as a role, but leading isn’t putting on a costume, it’s taking authentic action. The most effective leaders are self-aware, educated and forward-looking. They know that diversity, equity and inclusion aren't going away and must be addressed within organizations, so they see no other option but to take authentic action in that direction.

Other people in leadership roles opt to take the route of ignoring or de-prioritizing DEI. It might seem apolitical or safe in the near term, but it’s shortsighted in the long term. Leading with inclusion is about having the most capable, creative and innovative workforce possible. If that doesn’t seem like a worthy investment, I don’t know what is.?

I mentioned above that there are ample opportunities to lead with inclusion, which some in leadership opt to ignore. Here are some examples:

When the Black Lives Matter movement made the case that black lives do indeed matter, many chose to derail that conversation by responding that “blue lives matter” or “all lives matter.” What’s important to note is that to say “Black lives matter” does not imply that other lives don’t matter! Yet ignoring the BLM movement’s message does in fact imply that Black lives don’t matter.?

When we asked society to embrace the Stop Asian Hate campaign and to discourage hate crimes against Asian peoples, we were met with gaslighting and excuses instead of true support. And when hate crimes against trans people were reported, many responded by flipping the conversation to discuss the validity of a trans person and why unisex bathrooms shouldn’t exist.?

Some will find these examples too political or controversial. But what’s controversial about protecting basic human rights, or ensuring that all people are safe from hate crimes? Fundamentally, leading with inclusion means prioritizing the dignity and safety of all beings.?

What these movements—and the range of ways people respond—show is that there will always be different perspectives and opinions and feelings about what’s going on in the world, and there is no way to avoid those perspectives entering the workplace.?

It’s an election year and as odd as it might sound, even elections and voting have become controversial—not to mention the many policies and practices of our politicians. That being the case, before us is yet another opportunity to lead with inclusion:

Be an Inclusive Leader:

Everyone has a right to their opinions and feelings, AND they can cause conflict, tension and even harm at work if not addressed properly. In light of that, how can leaders be good stewards of their teams and each other? How can we all lead with inclusion? This is what I’d like to see:

1. DO encourage employees to vote. Voting is a civic duty and a human right, one that was denied to many employees’ ancestors (in early US history, only land-owning white men were permitted to vote), and is a challenge for some voters even today. Ways to support voting might include encouraging your employees to register or check their registration status, and offering transportation to the polls and time off on election day. If you have employees who are not US citizens, consider how to ensure they feel included. As for how? The best way might be to ask them.?
2. DO host education about the voting process, its history, and the way our government works. The unfortunate truth is that most schools (in the US at least) have failed citizens in this regard. Much of the uncertainty and ambivalence around elections could be avoided if we received more education.?
3. DON’T ignore the elephant. There’s no denying that elections can stir strong feelings and it serves no one to pretend that it isn’t happening. Leaders can help dispel tension by acknowledging it and reminding employees how to see and respect the views and humanity of each other. Offering training or resources on communication, conflict resolution, or psychological safety can further support employees who might feel worried that their political views will change how colleagues treat them at work.

If we truly want to lead with inclusion, be an inclusive leader or contribute to an inclusive workplace, there are ample opportunities to just do it. For further guidance, you can start with the 100K conversations campaign.

About Stacey Gordon:

Stacey Gordon is a Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder of Rework Work , she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor with nearly two million unique learners enjoying her courses.??

Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.