A Personal Reflection on Representation: Why Does it Matter?

While shopping with my family recently, my four-year-old daughter was drawn to a long, blonde wig. With her natural brown curly hair, she explained that she wanted to be a princess like those she saw in movies and cartoons—all of whom had straight, blonde hair. I tried to find examples to show her that she could be a princess regardless of her appearance but found none that truly fit. It made me realize how deeply ingrained certain stereotypes are in childhood and throughout our lives.

Reflecting on my experiences, I noticed a similar need for more diverse representation in leadership roles throughout my career. Once I became a leader, I quickly noticed that I was the only Arab woman in leadership meetings in most companies I joined.?

This lack of diverse role models made me feel like I must fit within a specific mold rather than confidently contribute to the organization while being authentic. At first, feeling different didn’t help to build confidence - it pushed me to develop myself to navigate ambiguity, strengthen my value set, and, most importantly, stand by them.?

Leadership Through Inclusivity

In my career, I've understood that leadership involves more than just having a title. It's about creating an environment where diverse voices are heard, valued, and empowered. This means hiring people from varied backgrounds and ensuring they feel included, understood, and appreciated. It's not solely about skill sets; it's about handling complexity and ambiguity with authenticity. An inclusive team is one where everyone can express their emotions and share their experiences without fear of judgment or retaliation.

Creating a safe space for open communication is crucial. When individuals feel safe to speak their minds, they make valuable contributions and foster a culture of respect and empowerment. In meetings, for instance, it's essential to encourage differing opinions. Even if someone strongly disagrees with a decision, they should feel confident enough to voice their concerns without facing dismissive pushback or vindication. This approach enriches discussions and ensures that all perspectives are considered.

Breaking Stereotypes

When individuals from diverse backgrounds hold leadership roles, it inspires others to strive for similar achievements. The visibility of diverse leaders serves as a beacon for underrepresented groups, providing role models and potential mentors. Inclusive workplaces go beyond policies; they embody actions that make a tangible difference. I was invited to be a panelist for a company talk about microaggressions in the workplace. During the talk, I openly shared my experiences as a woman of North African descent regarding interactions with senior leaders in my previous positions. After the talk, a female colleague from a similar ethnic background approached me to express her gratitude for speaking candidly about my experiences. She was visibly emotional and mentioned that, for the first time, she felt acknowledged and could relate to my words. It truly felt that representation mattered.?

I emphasize breaking stereotypes. It's vital to show that intelligence and capability come in many forms. You shouldn't have to look, communicate, or only (re)act a certain way to advance your career, and assimilation shouldn't hinder your unique voice.

Practical Steps for an Inclusive Workplace

Empathizing with employees and understanding their struggles is crucial for creating an inclusive workplace. It's not just about representation; it's about recognizing and valuing differences. I remember sharing with one of my first managers that I was struggling to find the right tone of voice to be heard and understood by my other colleagues and leadership team – some constructive feedback around my "too direct" communication didn't sit well with me. While hearing the feedback, I felt isolated in my communication style and approach to solving challenges. She made sure that I put a distinction between being "different" and "unique" and continuously encouraged me to be my authentic self. This interaction was a turning point in how I navigated my daily life at work - it also was the foundation of how I was inspired to be a leader championing diversity and empowering individuals who struggle with building confidence, regardless of their background.??

As a leader, it's about ensuring every voice is heard and valued. It's about creating opportunities for all, not just those who fit a specific mold. As we continue to build inclusive workplaces, we must remember that diversity is our strength. Here are some behaviors that helped create an inclusive environment for my team and stakeholders:

Start with Empathy and Active Listening

• Leaders will benefit from listening actively to their team, understanding their needs, and addressing their concerns during regular 1:1s. They can also ensure that their team can reach out to them anytime to discuss their struggles.?
• This involves noticing verbal and non-verbal cues and being fully present in conversations. Follow up with questions and encourage transparency.?
• On the other hand, leaders with different communication styles could also be misunderstood and create an environment of frustration for their direct reports. It is essential to understand the issue and address it proactively. Leaders must constantly ask for feedback from their team and, clarify their intentions and misalignment when needed.

Create Safe Spaces for Expression

• Encourage employees to share their thoughts and feelings without fear of retaliation. Start the conversation by saying they are in a safe space and nothing will be used against them later. First and foremost, be reliable and keep your promise!??
• Leaders shape their organization's atmosphere. Being genuine and showing vulnerability when appropriate can inspire teams to do the same.?

Empower Different Voices

• Actively seek out and listen to diverse perspectives. Adopt transparency in your decision-making by including your team in your thought process. Ask for feedback and if they would approach it differently than you. You'll end up learning a lot!?
• Ensure that everyone has a chance to contribute and be heard when they are comfortable doing so.

Deliver Fair Feedback?

• Ensure fair performance evaluations and feedback, diluting biases or stereotypes. For instance, when writing performance reviews or delivering feedback, focus on data, achievements, and areas of improvement based on factual examples.?

Foster a Culture of Authenticity

• Encourage employees to be themselves and celebrate their unique strengths. Highlight and celebrate what makes them unique.?
• Avoid imposing a specific frame on individuals. Instead, foster flexibility for your team to work where and how they excel.?
• Encourage innovation and creativity by providing space to explore topics they are passionate about, even if it's beyond their usual roles, to encourage individuality and diverse thinking.
• Move away from micromanagement to welcome diverse problem-solving approaches.

Encourage Feedback and Continuous Improvement

• Foster continuous improvement by seeking feedback and implementing changes to benefit everyone. It shows you value your team's input and genuinely care about their perspectives, as unique as they are.

By prioritizing diversity and inclusion at all seniority levels, we can break through traditional norms and create an environment that fosters innovation, engagement, and empowerment for all individuals. Let's continue championing workplace diversity for a better future for ourselves and our organizations.