- Have you noticed what happens
to the mood and productivity of a direct report
when people pay attention to others' opinions and inputs,
but not theirs?
Or someone makes dismissive comments about a colleague
and no one says anything?
Or team members are discussing new data,
but not everyone got the information?
Or someone felt
that they were not considered for a promotion
because they weren't around the office as much?
If any team member is singled out, excluded, or overlooked,
they feel put down, put off, shut out, and stressed out,
and can't produce their best work.
An us versus them undercurrent
also hinders nurturing of a cohesive culture
and community for your whole group,
as inclusiveness is another fundamental value and mindset.
It is crucial that you proactively
and overtly practice open-mindedness,
which means welcoming and valuing everyone's ideas,
backgrounds, experiences,
and other diverse dimensions they bring.
People who feel respected are encouraged to contribute.
Every member of your group also needs assurance
that they know what's going on, that it'll be transparent,
so that everyone is in the loop
wherever they're working from,
and has comprehensive and timely data.
So there's no information hierarchies
or exclusions across the team,
which create power inequities and division.
Paul J. Zak's research shows that wide data sharing
and frequent communication
also foster trust by reducing stress about uncertainty,
which could be about the future,
or a new project, or a policy.
When every person in the group
believes that they are appreciated
as a member of the community,
you enable everyone to feel comfortable speaking up,
both sharing their ideas and inputs.
And also commenting if something is said
that is contrary to core values, especially inclusiveness.
Although that doesn't mean speaking for someone.
In any leadership role, it is important that you are an ally
and demonstrate that you are consistently there
to create safe space for everyone.
The key is to treat everyone equitably,
regarding access to resources, training,
and promotions across every work environment,
wherever people are working.
Then no one becomes disheartened and disengages,
but rather feels connected to the community,
gets the technical support they need,
and is engaged and able to advance their careers
in line with their accomplishments and interests.
It is essential you set the example,
being clear what inclusiveness means and living it daily,
while also acknowledging that you and others
may make mistakes as you promote and participate in efforts
to create a truly inclusive environment.
There may be uncomfortable moments along the way,
which are part of the learning process.
In the new human-centric era of work
with complex issues that require everyone to bring
the benefits of all their diverse perspectives and talents,
inclusiveness is a must-have value.
Inclusiveness cultivates individual sense of connection
and belonging, and fosters everyone's willingness
to contribute, as well as communicate
and collaborate effectively with each other.