What diversity and inclusion mean for you
The surface usually does not provide the full picture.
I ask that question a lot "What does that mean for you?" It allows me to gain insight into the person speaking and also provides space, time and opportunity for the person to further clarify their position and thoughts on the topic so that I can better understand the basis of what they are saying and why.
As a base, I suggest that diversity and inclusion extend beyond gender, culture, physical abilities, age, religious beliefs etc. To me, it is genuinely about having all walks of life share a voice in the journey, be it work, leisure, on the field or in any forum that brings people together and with that, is the acceptance of differences that are voiced.
It is well documented that diversity creates productivity, creativity and profitability and we talk about it but to what extent do we go to follow through?
Understanding ourselves and our unconscious biases is a key contributor to the process. It is important to note that our personal lived experiences will inevitably impact our bias. This is not to say that we behave in any particular way with intent, but that we need to recognise this and take ownership of "what it means for me" and what impact that may have on the other person.
I was on a flight recently and two people had been allocated the same seat, whilst they were waiting for the crew to resolve the issue I said to one of the parties, "You can sit here next to me it is vacant and the seat tends to be vacant when I fly". This was an interesting moment for me as my message was intended to mean " sit here its probably going to be free anyway so you won’t have to move" but the person understood it as "you can sit here until it is sorted but I would prefer if something can be worked out so it remains vacant", I noticed their body language and facial response so I clarified my point explaining my intent and I could see that they became more comfortable as they sat there.
Upon reflection, it resonated that perhaps their past experiences triggered something for them to have that experience and likewise recognising that what I thought was being clear in my communication (inviting her to take the empty seat), was not heard in the same light.
My note here to myself was to remember that innately we have unconscious beliefs and biases in everything that we do and they tend to be highlighted in moments of stress and when we feel vulnerable. Being conscious of what may lay beneath the surface of others is integral in the way that we communicate and in our commitment to ensure that what we intend is what is heard. Likewise, it is important to recognise that we judge ourselves based on our intent, but perhaps judge others on their actions and this can create a dichotomy.
Becoming aware of these things as a leader and a person who influences others will enable you to mitigate certain situations. If you want to be an inclusive leader, it needs to be with intent. You need to be prepared to create a space and create the time to know your staff and to allow them to have a voice, to create disruption. Be accountable not only to yourself but to those around you.
What is your benchmark? What role are you playing? Do you have the ability to transform others and allow them to share in your vision?
Leadership, diversity, inclusiveness is inviting everyone to the table to share a meal together and perhaps taking it a step further by showing people how to prepare the meal.
If you would like to share this journey and take your team along with you take the step forward. Invest in those around you and in yourself. Look under the tip of that Iceberg as there is far more underneath (approximately 90% sits underwater) than was is on the surface, this is no different to people. What is your next step?