Knowledge
Inclusive Leadership
In a competitive business environment, it is crucial for companies to differentiate themselves from other providers. An inclusion strategy can provide a significant advantage by enabling a company to stand out. Through deliberate integration, a company can strengthen its market position while also making a positive societal contribution.
Even when companies implement formal processes to foster a culture of inclusion, the driving force for this cultural transformation predominantly originates from leaders who champion inclusion and become advocates for an inclusive culture.
What defines inclusive leaders?
By establishing an inclusive and psychologically safe environment, leaders cultivate a space where all employees can thrive and contribute more fully. (Psychological safety refers to employees feeling secure when taking risks within a business setting (Javed et al., 2019)).
Trust and Appreciation
When employees have confidence in their leader, they are more inclined to voice their opinions. An inclusive leader values their employees. This appreciation arises from understanding each individual's personality and their professional and personal pursuits. It is crucial to learn from these individuals about past and present systemic and institutional injustices to foster a more equitable future for everyone.
By understanding the experiences and narratives of their employees, leaders gain genuine insights into their team's experiences and potential workplace challenges. To acquire such insights, leaders must become active listeners.
Non-Violent Communication
How can you effectively listen to your employees and best communicate your understanding to ensure they feel valued?
Non-violent communication posits that we are all inherently non-violent and communicate accordingly (Rosenberg, 1999).
This communication approach is exceptionally beneficial for gaining insight into employees' lives, as it empowers them to identify their needs and discover solutions.
Act When Necessary
Listening and discussion alone are insufficient; action is also crucial. Initially, it is important to gain insight into the lives of team members with disabilities and subsequently address the challenges they encounter. This demands consistent action to effect long-term cultural change.
Knowledge
Learn More
Further tips for inclusive leadership can be found on the Advance website:
> Advance: Recommendations: How to Advocate for Inclusive Leadership
The St. Gallen Inclusion Model
But what exactly do diversity and inclusion mean? At Profil , we Profil the "St. Gallen Inclusion Model" to better understand these concepts.
The «St. Gallen Inclusion Model» defines, on the one hand, the various dimensions of diversity (Figure 1) and, on the other hand, the factors that determine the degree of inclusion (Figure 2).
In this context, it is important to note that a diverse employee composition alone does not create an inclusive work environment. It also requires the additional factors of «authenticity», «belonging», «equal opportunities», and «diversity of perspectives». Companies that succeed in promoting these dimensions achieve a positive inclusion climate. This, in turn, is responsible for realizing the full benefits of inclusion efforts.
A company that achieves a high degree of inclusive culture actively reduces employee turnover and enhances its attractiveness as an employer. Recent studies even show positive effects on the overall health of the workforce. When diverse ways of thinking are heard and perspectives are considered, this also positively impacts the innovation of services and products, and thus sales. Furthermore, mutual learning is promoted, increasing motivation. Accessible sales and customer service promote the accessibility of products and services for all groups of people, opening up new customer segments. Last but not least, inclusion enhances a company's image as a modern, sustainable enterprise. Many international companies now commit to greater inclusion; see Valuable500 for more information.
Our Experience
Our experience with companies also shows that diversity and inclusion are successfully implemented when:
- it is not only discussed, but concrete measures are also implemented.
- the concrete measures and successes are, in turn, communicated appropriately at all levels (internally and externally).
- D&I does not remain exclusively an HR topic, but is embraced by all departments and across all hierarchical levels.
- the conflicts that D&I brings are viewed positively. Decisions are often made more easily in homogeneous groups (similar views create harmony), but they are not necessarily the better decisions (considering diverse interests).
- the points mentioned also suggest that D&I is a long-term issue and should be approached strategically.
Learn More
For further information, we refer to the following study:
> «Diversity & Inclusion as a Competitive Advantage»
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