Try this INCLUSION HABIT.

I am all about the practical when it comes to inclusive leadership. This has led me to create the 6 Habits of Being Inclusive – which are all about the practical HOW of being inclusive – broken into micro steps.

The 6 HABITS OF BEING AN INCLUSIVE LEADER are super practical and easy to understand. But, word of warning, they are often hard to do. There is no shortcut—you know what it takes to embed new habits!

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Let's dive into the essence of being truly inclusive in the workplace by exploring the six habits of inclusive leadership, starting with the first one. Imagine you're a chef trying to cook a meal that everyone at the table will enjoy, not just those who prefer the usual flavours. This analogy helps us understand the shift from just adding diversity (ingredients) to creating a truly inclusive environment (a meal everyone enjoys).

Habit 1: Acknowledge the Uneasiness of Difference

This is about facing the fact that we're all different, and sometimes, those differences make us uncomfortable. It's like when you try a new food for the first time; you might be unsure whether you'll like it. In a team, this means admitting that you might not fully understand someone else's perspective or background. But instead of ignoring this discomfort or pretending it doesn't exist, you own it.

Why is this important? Well, it's the first step in building genuine connections. Just like acknowledging that you're not familiar with a type of cuisine can lead to someone teaching you about it, admitting your uneasiness about differences invites others to share their perspectives. This can bridge gaps in understanding and foster a sense of belonging.

The benefits? When everyone feels understood and valued for their unique contributions, they're more engaged and motivated. This isn't just good for team morale; it's great for the business too. Diverse perspectives lead to more creative solutions and better decision-making.

However, this habit is easier said than done. It requires vulnerability - admitting you don't have all the answers. But the effort is worth it. By intentionally seeking to understand and learn from the differences within your team, you lay the groundwork for a truly inclusive culture where everyone feels they belong and can thrive.

Let's break down Habit 1 into real-life scenarios to understand how leaders can practice acknowledging the uneasiness of difference and intentionally build bridges. Let’s look at five examples, each featuring a different leader in a unique situation.

Example 1: Alex and Jamie – Cultural differences

Scenario: Alex, the head of a tech development team, notices that Jamie, a team member from a different cultural background, seems hesitant to share ideas during meetings.

Narrative: In a one-on-one meeting, Alex says, "Jamie, I've noticed you seem a bit reserved in our group discussions. I realize I might not fully understand the communication styles you're accustomed to. I value your perspective and would love to learn more about how you approach these situations. How can we make our meetings more comfortable for you to share your thoughts?"

Example 2: Tamara and Jordan - Communication Style Clash

Scenario: Tamara, a team leader, notices that Jordan, a team member, seems disengaged during team meetings. Jordan prefers detailed, written communication, whereas Tamara has a more direct, verbal approach.

?Narrative: Tamara says, "Jordan, I've noticed you seem a bit withdrawn during our meetings, and I want to ensure your ideas are heard. I realize I usually communicate verbally and directly, but I understand that might not be your style. How can we adjust our communication to ensure you feel more comfortable and engaged?"

Example 3: Generational Gap – Mike and Sabah

Scenario: Mike, a Baby Boomer, prefers formal meetings and detailed reports. Sabah, a Millennial, thrives on quick updates and digital communication. Their differing work styles lead to tension.

Narrative: Mike approaches Sabah and says, "I realize our work preferences might be influenced by our generational differences. I want to find a way that leverages both our strengths. How can we blend our approaches to enhance our collaboration?"

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Example 4: Gender Perspectives – Sarah and Tom

Scenario Revised: Tom, the team lead, realizes that Sarah's contributions are not being acknowledged as much as those from male colleagues.

Narrative Revised: Tom speaks to the team, "I've observed that we may not be giving equal consideration to all voices in our meetings. It's crucial that everyone's input is valued, regardless of gender. I want to ensure we implement a system where everyone's ideas are heard and respected. Sarah, let's start with enhancing how your valuable insights are shared and received."

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Example 3: Taylor and Morgan - Feedback Conflict

Scenario: Taylor, a department head, gives blunt, immediate feedback, which has caused Morgan, a sensitive team member, to feel undervalued and attacked. Narrative: Taylor sits down with Morgan and admits, "I've realized my style of feedback might be too direct for you. I value your contributions and want to ensure my feedback supports your growth. Let's discuss how I can provide feedback that's more aligned with what helps you thrive."

Remember, it's not about a one-time effort or a 'tick the box' activity. It's about consistently striving to build bridges, even when it feels awkward or challenging. This ongoing effort can transform the workplace into a more inclusive, innovative, and productive environment.

By acknowledging the uneasiness of difference and committing to understand and embrace it, leaders set a powerful example.

In our Inclusive Leadership Program: The INCLUSION HABITS JOURNEY we embed this habit and the other habits over and over with examples. We ask leaders to experiment and see if using these habits intentionally results in a different outcome – like increased engagement, collaboration or new ideas! When you have embedded the 6 Habits – with our Senior Leader version of the journey plus a FRONTLINE LEADER version of the journey - This approach can ripple through the entire organization, leading to a culture where everyone feels valued and empowered to contribute their best.

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If you are after new ideas and strategies to build inclusive culture – check out our FREE REPORT: The Emberin DEI Playbook 2024. DOWNLOAD it here.