Inclusion
Allow me to introduce you to Quentin Riggins, a former college and professional football player. He is a dear friend and an executive who truly understands leadership. He also has experienced firsthand the injustice of racism and prejudice. When I asked him how he was leading his team through these difficult days of 2020, his answer stopped me in my tracks. He said, “I am trying to create a culture where they do not always have to get it right.” He continued, “I believe that many times people do not communicate about difficult issues like racism because they are afraid that they will say the wrong thing. If I am policing everything someone says and waiting for them to say something offensive it creates an atmosphere where honest and authentic conversation cannot occur. However, if we choose to offer grace instead of judgment, it creates an atmosphere where people can truly learn and grow.”
Quentin possesses a great amount of wisdom and courage. He is not afraid of facing hard situations, but is also strong enough to not pull out the hammer of political correctness on those he leads. He allows others to be heard and to express differing opinions and perspectives. This has garnered high respect for him from those within his circle of influence and beyond.
When we choose grace over judgment in our daily interactions, we will make a difference.
Larry Little
Eagle Center for Leadership
In today’s dynamic workplaces, effective leadership goes beyond basic management; it involves creating an environment where diversity is actively embraced and valued. Leaders must create an organizational environment where every individual feels seen, heard, and empowered. The Areté Way Inclusion Module is designed to equip Supervisors with the understanding and ideas to help cultivate an inclusive culture. By recognizing and embracing the rich tapestry of backgrounds, perspectives, and talents that each individual brings to the table, leaders can unlock the full potential of their teams, drive innovation, and steer their organizations toward a more equitable and inclusive future. This journey of inclusion is not just a moral imperative but a strategic advantage, challenging Supervisors to rethink traditional paradigms and embrace the strength inherent in diversity.
“Alone we can do so little; together we can do so much.”
Special Segment: Intersectionality
What is Intersectionality?
Coined by Kimberlé Crenshaw in 1989, the term Intersectionality highlights how multiple forms of social stratification, such as race, gender, class, sexuality, disability, and others, do not operate independently of one another but interrelate and influence each other. Leaders can demonstrate intersectionality by actively acknowledging, understanding, and addressing the complex and interconnected nature of their employees' identities and experiences. Not only does this benefit individuals but it also strengthens the organization as a whole.
A real step toward creating a genuine, authentic, and inclusive environment is becoming an intersectional leader. In Ellie Thompson’s blog post from January 2024 on the D&A: Diversity and Ability website, she states there are three steps to becoming this type of leader.
Step One: Awareness
Recognize and address your own biases and privileges, and how they shape your interactions with others.
Step Two: Action
Actively listen to diverse voices. It's crucial to pay attention to the experiences and insights of those around you.
Champion change. Actively speak out against injustice, even when doing so may come with risks or challenges.
Create inclusive practices. This could include arranging equity, diversity, and inclusion consultancy, introducing flexible working arrangements, and enacting diverse hiring practices.
Step Three: Reflection
Remember that effective leadership is about continuous learning and long-term reflection. Make sure you’re encouraging feedback, being open about your mistakes and how you’ll learn from them, and keeping your eyes and ears open to new perspectives, ideas, and stories.
Think about your organization. Have you created an inclusive environment?
Do you have a “safe space” for all employees? This is an environment where team members feel safe to express their full identities without fear of discrimination or marginalization.
Do you use inclusive communication? This involves language and communication styles that are inclusive and respectful of all identities, avoiding assumptions based on stereotypes or biases.
Have you created intersectional policies? These are policies that address the unique needs of individuals who may face multiple forms of discrimination, such as flexible work arrangements, comprehensive anti-discrimination policies, and mental health support.
Taking the time to understand intersectionality is a win for all. When leaders cultivate a more comprehensive, equitable, and supportive environment that recognizes and addresses the full complexity of every person’s identity and experiences, an inclusive workplace emerges where everyone has the same chance to thrive.
Inclusion Skills Self-Assessment
Below, you will encounter a series of statements related to effective inclusion practices. Please rate your agreement with each statement using the following Likert scale:
1 - Strongly Disagree: I struggle significantly with this aspect of inclusion.
2 - Disagree: I have some difficulty with this aspect of inclusion.
3 - Neutral: I am neither particularly skilled nor unskilled in this aspect of inclusion.
4 - Agree: I am proficient and generally successful in this aspect of inclusion.
5 - Strongly Agree: I excel at this aspect of inclusion.
