It's Choice, Not Chance: That Creates Inclusive Work Environments

Leadership is meant to INSPIRE, UPLIFT, and EMPOWER. Yet it seems that even in the face of progress, echoes of outdated attitudes still remain. We find ourselves confronted with phrases like 'Dial it down...' or 'You speak horribly...'—words that remind us that while the world may evolve, some aspects of leadership still perpetuate negative experiences.

This reminds me of the old adage: 'The more things change, the more things stay the same.' I encourage today’s leaders to CHOOSE to recognize these challenges as an opportunity to redefine leadership, to reshape the narrative towards a more inclusive and respectful future.

Leaders have the opportunity to set the tone for their organizations and create a culture where respect, inclusivity, and open dialogue thrive. Each decision you make, each word you speak, holds the potential to either uplift or diminish those around you. It is in YOUR power to ensure that your choices play a pivotal role in driving trust, positivity and employee retention in the work environment.

A BIG thank you to everyone who took the time to share their vulnerable, personal experiences in my recent post . Your stories only highlight further the need for a renewed commitment to fostering a respectful and inclusive culture.?

Leaders, take a look at some of the stories shared below and understand what is still happening below the C-Suite:

• “A former boss called me ‘the team's feral cat’ when I spoke up about not being included in the team strategy.”
• “This one time (multiple times) my co-worker misspelled my name and it degrades the interactions. The name spelling is simple, easy and obviously included correctly for proper salutations. Minor one occurrence, small the next, huge each subsequent occurrence.”
• “I was told I should dial down my drive because it's too much for an Asian woman.”
• “A client, during a bit of a price negotiation, once said, ‘Listen, I don’t mean to Jew you down, but…’ The fact that I’m Jewish, and that he knew I was Jewish, made it all the more stunning, but not worse than it already was.”
• “This one time I was at an incentive trip (I won) and a colleague congratulated my husband on all of his hard work and effort…my husband’s name tag clearly said “guest” as opposed to “qualifier”. Male dominated industry, obviously.”
• “This one time I walked into a meeting where 2 colleagues were poking fun at the ethnic names on a training roster. Disgusted (and as someone with an ethnic name), I tried to ignore them. Our manager later reprimanded me for not participating and being more welcoming and inclusive with the two members while they were doing that. The 2 team members were white. The manager was white. Everyone else in the room was a POC.”

These stories are just the TIP of the iceberg! As organizational leaders our role is to cultivate an environment where every voice is heard and offensive comments are met with zero tolerance.

By acknowledging these experiences, we recognize the importance of actively challenging and improving any behavior or language that interferes within our organizations. It is in LEADERS hands to CHOOSE to create an environment where every individual feels valued, respected, and empowered.?

Here are some elements I recommend leaders choose to commit themselves to before chance takes over:

1. Lead by Example: Demonstrate inclusive behaviors and language in every interaction. Do not allow yourself to be part of one of the stories shared above.
2. Foster Open Communication: Encourage dialogue and create a safe space for employees to voice their concerns - with ACTION taken once those concerns are voiced. Holding individuals accountable for their choices and addressing any instances of offensive comments promptly will establish a standard of behavior.
3. Educate and Train: Invest in diversity and inclusion training programs to enhance awareness and understanding across the organization and focus on behavior changes.? Training classes are NOT enough Consistently reinforce, through action, behaviors that it will not be tolerated
4. Show Courageous Leadership: Make the difficult decisions that require all leaders to live the values – no one is indispensable.

It is within our power to shape the future of our workplaces. It is OUR choice to be part of that change! Choose to ensure you and your leaders see people for who they are, not for who the think they should be.