As a management consultant, I have quoted the above line in several client conversations. Today, as I work with leaders, individuals to help them grow in their professional journey, I hear several challenges that make me wonder if organizations are providing ‘spaces’ that enable employees can bring their rough edges, authentic self at work? Is there a bias free culture that organizations attempt to create? I am sure most organizations try but I also hear fatigue in pushing the inclusion agenda forward. The agenda is focussed largely in getting numbers around the diversity hires. Not to deny numbers are important, however, the need is for deep work to bring behaviour shifts for lasting impact.
It becomes hard for organizations to invest in deeper work because one can report a strong P&L without it. The symptoms emerging by not addressing inclusion agenda are not a showstopper. Inclusion continues to be a good to have, compliance mandatory but not a priority for many organizations. There is budget defined to formulate diversity and inclusion policies, nominate champions, leaders who announce the commitment to build an inclusive culture but there is a limited understanding on why is inclusion important. There is even lesser clarity on how one can bring it into action at work and in our personal life. The latter is important since a lot of unconscious biases get set in early on and if not dealt, can result in conflicts and greater unrest. For the purpose of this article, I will focus on importance of inclusion from an org perspective.
Value the differences to enrich teams
Human beings are wired to seek similarity and bond better with people who show similar interests. Our environments, organizations are structured to promote similarity. As business leaders, committed to bring innovation and creativity, consider attracting diverse talent. I have seen teams being built by hiring from same business schools year on year. To the extent that if someone is not from the said B-school, it will be really hard to fit in. Why go outside the country, you can see this play out in your own clusters.
Do not lower on the skills that you need for a job, however, be aware of the unconscious bias that you might be carrying. If you truly want to encourage innovation, bring in diversity and help it thrive. Diversity in terms of background, region, tiers…variety is good! It will make your teams humane, real, grow and innovate.
Tap the power of authentic self to become adaptable
I remember this story as a fresh campus recruit from a leader on how she took to playing golf since that was the best way to network. I was in two minds if I should do the same! This narration had a long lasting impact on how I should network. During my corporate journey, I developed my own style of networking, identified what worked for me and while I can still learn a lot about networking, I stayed away from learning golf to fit in J
I often get this question from women on how to ask your manager (male) out for a coffee or the feeling of being left out …while one find her/his own way and style of networking over a period of time, it is important to see what business leaders are doing to create workplaces that provide opportunities for all to grow/network/collaborate without labelling? How as a firm a level playing field can be provided to allow people to bring their authentic self to work? I know of several colleagues who get tiered of office gettogethers and would like newer ways of get to know team members … it could be through workshops, retreats or labs that are rejuvenating and designed to be fun. It is not about doing away with office parties but considering a mix to create ‘space’ for all. Often, employees struggle to fit in, get accepted and feel respected for who they are. I have observed several confidence and dignity issues which can be addressed in a conscious manner to create more humane workplaces.
Diversity of thoughts to create win-win
Meghna is an EA and aspires to grow into HR. She is willing to learn and pursue further education to support her on this journey. However, her leader often feels that she is cut out to only schedule meetings, arrange lunches and perform admin stuff.
Several of us hesitate to see beyond assigned roles. We do not experiment since we like our old ways and any change can disrupt BAU. Paucity of time, efficiency does not provide room to encourage diversity of thought. If you see willingness and desire to see different things in a team member, do you really encourage it? Do you facilitate people to take different paths and allow them to explore? The onus lies greatly on employees to bring in the ideas of growth, push the boundaries and explore. However, as an organization, an environment should be provided to help people voice their thoughts and feel valued. It is about creating a win-win for the employees which translates into greater productivity, increased commitment and happier workplaces.
COVID19 has brought us to change what we have been doing. It has brought us face-to-face with the reality that we need to change, we need to evolve, think of different ways if we wish to survive leave aside thrive.
It is hard and one needs to start taking small steps of consciousness and awareness if one believes in creating an inclusive culture – a workplace which is humane. COVID19 presents us with the possibility of doing this as we define the new normal rather than rush into going back to the old. How are you defining your inclusion agenda?
If you wish to discuss ideas and methods on how to drive inclusion for your teams, please message.We will be happy to chat.
