I’m fairly certain that most businesses that are operating today, are doing so using a mix of skilled talent.  That talent could come in the form of people from different ethnic backgrounds, age, sexual orientation, gender, etc.  Most organizations are experiencing success because of the people who work within them, and we know that in order for that success to continue, we will need to continue to employ those who are different than us.  Without a doubt, diverse organizations are successful because they can quickly engage different perspectives which can lead to continuous innovation and increased productivity.  Yet, with all the diversity presented in organizations, why is it that some still struggle when it comes to being innovative or increasing production?  Why are they caught in the cycle of endless recruiting?  Why can’t they get passed ‘go’?  The answer here is not lack of diversity, it’s the absence of inclusion.

Can you imagine walking into a meeting and not being acknowledged?  How would that make you feel?  Or how about presenting an idea in a team meeting and told it won’t work with no explanation.  There are also the team meetings that always happen opposite your time zone which make it extremely difficult for you to join in the conversation.  These are just a few examples of what people have to navigate daily within organizations.  If you are trying to foster an environment where you are being innovative and cutting-edge with the latest product or service, the biggest fact to realizing that goal is how deeply connected inclusiveness is of your work environment.  In fact, a survey completed by McKinsey and Company revealed that thirty-nine percent of all respondents say they have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organization.  If you are wanting to move forward in your organization and make quantifiable impact, inclusiveness is something you can’t avoid.

The good news is that inclusiveness is not that hard to achieve – it begins with a mindset.  Your ability to change your mindset is the first step in becoming an inclusive leader.  The next step requires a little bit more effort, being intentional.  Depending on your team dynamics (and the overall organizational culture), it may take more work to get those who may feel excluded to feel included once again.  Using the example above, it may mean for you to welcome and encourage all ideas in a meeting or sharing the burden of scheduling meetings in different time zones.  If you have individuals who don’t openly share in a meeting, perhaps get ideas from them ahead of the meeting or call on those people to speak up and contribute during the meeting – don’t assume they don’t have any ideas, they may be looking for an invitation.

If you are looking to be an inclusive leader, you need to be one on purpose.  It’s not something that will happen automatically, it’s only achieved when you operate with intention.