Inclusive Leaders Know That We’re Better Together 

If humanity is to surmount the obstacles it currently faces, it will only be through the actions of inclusive leaders and the culture of inclusion that they promote. Inclusion is indeed the antidote to many of today’s challenges.

Drawing from human history, it’s clear that societies that implemented the most effective cooperation among their individuals proved to be stronger and more successful, while homogenous societies were significantly more vulnerable to changing conditions. We continue to see this today. For instance, genetic diversity strengthens human communities against biological and ecological threats. Likewise, diversity in gender, culture, age, geography, and academic disciplines, when synergistically integrated, enhances the resilience of institutions against economic threats.

And while selfish, self-centered individuals may have a competitive edge, history shows that communities that foster cooperation and protect communal interests have been more advantageous.

A study conducted by Purdue University academic William Muir offers a scientific perspective to this claim. In the experiment, initially, chicks from the most fertile chickens and roosters were selected to breed the next generation. This approach, when continued over five generations, resulted in a significant decline in egg production. The experiment was then repeated, but with a focus on selecting the most productive groups of chickens rather than the most productive individuals. Instead of focusing on individual champions, the process allowed a small group that had outperformed others to form the next generation. This group selection approach increasedegg production in subsequent generations.

As it turned out, individual performance, which presumably favored traits prioritizing personal over communal interests, didn’t lead to more productive communities.

Another way to consider this evolving perspective is through society’s impression of superheroes through the ages. When Generation X was growing up, superheroes were “supermen” that defeated the villains alone and saved the world all by themselves. However, in today’s popular culture, superheroes now fight as teams. The one acting alone eventually loses.

Factors we now face — such as digitalization and the rapid pace of change, along with ecological, technological, and geopolitical threats — underscore the benefits of greater diversity within institutions and human communities. To become more resilient, institutions and communities will need networks characterized by deep-seated trust, which plays a critical role in addressing and rectifying disruptions. Knowing how top-down approaches to fostering resilience frequently falter, embedding inclusion within the fabric of organizational relationships significantly enhances the likelihood of success.

Here are actions that leaders need to take to support inclusive:

1. Embrace a growth mindset. So often people use the term “inclusion” as if merely stating it makes it a reality. But saying “Let’s be inclusive” isn’t enough. For those wanting to embrace inclusivity, they need to recognize that they’re embarking upon a new journey of personal development. Their growth will necessitate moving beyond a comfortable and homogenous circle of peers and acquaintances that has served to isolate them. Inclusivity only truly emerges when the fortress walls are torn down and very different people, perspectives, and beliefs are appreciated and encouraged to influence every aspect of one’s leadership.
2. Enable team members to operate freely without fear. Inclusion is defined as a social and psychological state where each individual feels valued, acknowledged, safe, and trusted; where they experience a sense of belonging; and where they can perform at their best. An inclusive environment encompasses trust-based relationships and encourages sharing, contribution, transparency, and a will to excel. It thrives on justice, equity, mutual respect, responsibility, collaboration, and the shared experience of success. Inclusive leaders promote a collaborative environment that invites new perspectives and stimulates innovative solutions.
3. Examine unconscious biases. Inclusion efforts start with introspection and recognizing one’s own biases. Biases cause us to make incorrect judgements about others and then act based on those judgements. I recall my realization of an unconscious bias during a meeting of an international association. I noticed a woman wearing a headscarf and, initially, I didn’t engage with her. Eventually, though, we were seated next to each other. As we conversed, a meaningful dialogue unfolded. She was from a Middle Eastern country and had played a pivotal role in establishing an arm of the association in her homeland. This encounter led me to ask myself, “What was it within me that initially prevented me from approaching her?” Such self-inquiry is crucial for overcoming personal biases.
4. Convey common goals. There’s a saying that “Partnerships aren’t made by partners but through common goals.” This adage underscores that creating an inclusive climate is more attainable for organizations that rally around shared objectives and place their primary mission at the forefront. When differences align with common goals and visions, it creates environments conducive to inclusion. In inclusive organizations, leaders act as facilitators of common goals, working to link system components and align different networks, perspectives, and agendas.

Acquiring skills and attaining the awareness to embrace inclusivity within our organizations are crucial. I promise that by recognizing our own unconscious biases, understanding what we exclude along with the why and how of it, and then proceeding to expand our inclusion, the organizations we lead will prosper and the world we inhabit will become more livable.

Written by Dr. Riza Kadilar. Have you read?
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