Reducing the impact of unconscious bias is an essential leadership skill for the 21st century.
You're a leader who understands that diversity & Inclusion training is no longer optional. You’ve gone through the training and understand why we need diversity and inclusion in the workplace. You've now conscientiously hired for a diverse team because you know they are more high-performing.
You can get comfy in your chair, pat yourself on the back, and wait for the benefits to flow in... Right?
Not exactly.
Diversity and inclusion training in the workplace is just one piece of the DEI puzzle. According to our latest Course Trends Report, interest in Diversity courses on findcourses.com rose by 56% in 2024, reflecting a growing focus on diversity in human-centric management and leadership.
Leadership, along with Business and Management, consistently rank as the most sought-after course categories on our platform. If you're interested in learning how leaders can harness the strengths of their diverse teams, boost their satisfaction, and drive greater success, read on.
The Case for Inclusive Leadership
Firstly, it's crucial to recognize that diversity and inclusion are not interchangeable concepts. Having one without the other is not enough.
Diversity refers to the makeup of an organization, while inclusion focuses on how well various individuals' contributions, presence, and perspectives are valued, respected, and integrated within the organization. When diversity and inclusion are combined, the entire organization thrives.
Research by consulting firm, Deloitte, shows that inclusiveness significantly boosts team performance, with 17% of teams reported as "high performing" when managed by an inclusive leader. Additionally, the research indicates that organizations with inclusive cultures are:
- 2X as likely to meet or exceed financial targets
- 3X as likely to be high-performing
- 6X as likely to be innovative and agile
- 8x as likely to achieve better business outcomes
Qantas CEO Alan Joyce expressed this idea to Deloitte, stating that the airline's diverse environment and inclusive culture helped them navigate difficult periods. According to Joyce, diversity led to improved strategy, risk management, debates, and outcomes.
Being enlightened and committed to mitigating the impact of unconscious bias is essential for today’s inclusive leaders. Simply hiring people according to a diversity checklist will not guarantee high performance. Leadership determines the success of an organization’s diversity efforts.
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How Unconscious Bias Affects Workplace Communication and Culture
Understanding unconscious bias is pivotal for effectively transforming a workplace into a diverse and inclusive environment.
"The single most important trait generating a sense of inclusiveness is a leader’s visible awareness of bias."
Source: Harvard Business Review
Understanding bias allows leaders to recognize it in themselves and others and to make adjustments accordingly. This awareness enables leaders to form meaningful connections and take bold-- sometimes brave-- steps to lead and implement change.
Historically, business leaders have been reluctant to acknowledge the existence of discrimination and unconscious bias within their organizations. However, unconscious bias training can help uncover the subtle and often hidden nature of bias that has been ingrained in broader societal culture.
A survey conducted by Glassdoor among 1,100 US employees revealed that 61% had witnessed or experienced workplace discrimination based on age, race, gender, or LGBTQ identity. Given that much of this discrimination occurs subtly, it is essential for ALL employees to understand the impact of their words and actions.
Managers Play a Crucial Role in Fostering a Culture of Belonging
Building a diverse workplace with an inclusive culture demands a collective effort beyond just corporate HR initiatives. Leaders at all levels need to embrace and advocate for an inclusive culture.
As a leader, you set the tone and model behavior for your team. What leaders say and do can influence up to 70% of whether an individual feels included. It is crucial for managers to genuinely embrace and practice inclusivity rather than merely endorsing it in words. Organizations are losing talent because they have not fully created a truly welcoming culture for all.
To be an inclusive manager, you must actively identify and address bias. Managers are often at the forefront of handling bias conflicts and have a unique opportunity to prevent these issues before they escalate, or indeed ever begin.
Microaggressions in particular-- the "throw away” comments of societal taken-for-granted bias-- are a significant source of unconscious bias and conflict. These remarks are not only hurtful to the recipient but also distressing to others who witness them. Unchecked, unconscious bias infects the workplace, hindering the development of an inclusive culture.
Creating Brave-- Not Just Safe-- Spaces
Small adjustments can have a significant effect. They convey a message of inclusion and respect, helping to create a safe space for everyone.
Consider asking yourself the following questions:
- Do I ensure all meeting participants get equal speaking time, even if they aren't physically present?
- Do I use gender-neutral examples?
- Do my metaphors and references cater to a diverse audience?
- Do I address microaggressions when they happen, or do I ignore them or even partake in them?
Be a Humble Role Model of Inclusive Behavior
When it comes to names, it’s important to ask employees for clarification and practice proper pronunciation. You should, similarly, encourage team members to do the same and even go the extra step of correcting others if they witness regular mispronunciation.
Managers frequently express discomfort when discussing racial or gender issues, especially when employees come from different backgrounds or have different appearances. Engaging in these uncomfortable conversations is a powerful way to demonstrate value and respect to employees, serving as a strong affirmation of inclusiveness.
Leaders and their organizations must cultivate a brave space, even more so than a safe space, for uncomfortable dialogue. This is crucial, according to global diversity and inclusion consulting firm, The Winters Group. "Many aspects of life are uncomfortable. That’s no longer an excuse to avoid these conversations."
Mitigating the impact of unconscious bias is a crucial leadership skill for the 21st century. As a team leader, you establish the tone, model behavior, and set standards for what is acceptable within your team. By actively promoting inclusivity, you create an environment where everyone feels valued and respected. Inclusive leadership involves boldly driving change.
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