5 Ways to Become a More Inclusive Leader

It sure does feel nice to be in charge sometimes, doesn’t it? However, being a leader is more than just having a fancy title and being the best at what you do. Being a leader is about using your position as an opportunity to bring out the best in others. 

Remember, your team is a reflection of the kind of leader you are. Therefore, you’re really only as good as your team. To win as a leader, you have to motivate and fully engage your team so that they can perform optimally to achieve your goals and objectives. And what better way is there to motivate the members of your team than by making them feel valued and heard?

In the corporate world where ‘diversity and inclusion’ seems to be the hot topic, it’s important to ensure that your efforts towards it aren’t merely performative. You have to be intentional about being inclusive if you want to drive your team to success. When people feel heard, they can fully participate. And when they feel valued, they will add value. 

While leading a team of people with diverse backgrounds and identities, it’s more likely than not that you will have a natural pull to certain people over others. It’s easy to fall into the trap of excluding others as a result of those preferences. 

I like to describe leadership of a large team as being a parent with diverse children and having to treat them equally without second thoughts. In other words, as a leader you have to be intentional about including everyone, irrespective of your personal preferences. Here are 5 ways to become a more inclusive leader.

1. Be conscious of your bias

Even the best leaders have their biases. The first step to becoming a more inclusive leader is acknowledging your bias, so you can educate yourself to do better. Once you’re honest with yourself about it, you can identify patterns and find ways to break them to be fairer and objective. 

Constantly evaluate your efforts towards inclusivity by setting up regular reviews so you are sure you’re on the right track. Be sure to use inclusive language when communicating with your team, so that no one feels left out.

2. Match your words with your actions

While using language that’s inclusive, it’s important to ensure that your actions match those words. Being aware of your bias is one thing but acting to combat it is another thing. Don’t just mouth inclusion, be intentional about it!

The next step towards making people feel more included is providing everyone with an equal opportunity to be heard and to grow. You should create an environment where everyone gets a fair chance. It’s important that you don’t shut out any voices or hinder the progress of anyone. Let people get the recognition they deserve.

3. Be transparent about your reward system

What factors determine who gets recognition and rewards? You have to clearly communicate the answers to this question to your team. The last thing you want for your team is someone feeling cheated or left out. If you want people to show up as their best selves, they should know that they will be appreciated for doing so. 

A transparent reward system will motivate people to perform their best, because they understand that their efforts won’t be in vain. They will want to actively participate and contribute to the success of your organisation.

4. Give representation to the underrepresented

If you want to further promote participation and ensure that no one is left out, your next step is to involve the underrepresented in key roles in committees and projects. You must be ready to open up more chairs at the table if you don’t want anyone excluded. 

By inviting underrepresented people to the table and giving them a voice, you give them an opportunity to add value to your organisation. Don’t underestimate the talent and insight you can benefit from by simply empowering underrepresented groups.

5. Be sincerely open to feedback

Your efforts towards being more inclusive are incomplete without you receiving any feedback. If you genuinely want to grow, you have to be ready to embrace diverse perspectives and opinions on what you can improve on. Remind yourself that being a good leader is about continuously evolving–learning, unlearning and relearning–so you can be better and do better. 

Reach out to the members of your team in order to understand how they perceive you and what they think about your efforts towards being inclusive. After all, you may think your approach is effective, and they may think otherwise. Make sure you’re actively listening to what they have to say, especially since they’re the ones you’re managing. And although it might not be easy, try not to get defensive.

The success of an organisation lies largely in the hands of its employees. An organisation where people feel a sense of safety and belonging will thrive because the people are fully involved in achieving goals and objectives. Your job as a leader is to create a culture that includes everyone and encourages them to perform their best at work and make a positive impact.