What is the real purpose and meaning for embedding a diverse culture? What difference would it make if an organisation had, for example, all-male employees as opposed to males and females? The answer? It wouldn’t make a difference, not without inclusion.
Inclusion introduces different experiences and skills to organisations. It’s a state of mind, a trait that enables each individual within a diverse workforce to have a voice loud enough to be heard, to make an impact, to challenge, change, and grow.
It’s about having an honest culture of listening and actioning opinions and ideas so businesses can develop and evolve.
As more businesses prioritise having a more diverse workforce, one question to ask is – Is inclusion part of a HR challenge? The answer? No.
The success of your diversity and inclusion strategy relies heavily upon your leaders.
Inclusive leadership begins with unlearning old habits and mindsets and embracing new ones; a new set of interpersonal skills and behaviours that shine a light over leader blind spots such as unconscious bias that may pose barriers to employees.
Inclusion isn’t something that’s just nice to have, it’s crucial. It’s crucial for organisational growth, excelling financial targets, innovation and achieving the best outcomes.
Good leaders have the key to unlocking the potential of their employees, and they’re armed with the right habits and mindsets that target an inclusive workforce.
Invite people to your table, and involve them in your conversation. How? By working with us to develop your leaders and create a culture of growth.
