Generational differences in retail workplace safety
Workplace safety
Why is inclusive management important? Well, imagine a team where every voice is heard, every perspective is considered, and every individual feels a sense of belonging. Such an environment promotes creativity, innovation, and high morale, leading to enhanced team performance and organizational success.
In today’s dynamic work landscape, the role of a manager goes beyond just overseeing tasks and deadlines. It’s about fostering an environment where every team member feels valued, respected, and empowered to contribute their best. Being an inclusive manager not only acknowledges the diversity within teams but also leverages it as a strength.
Why is inclusive management important? Well, imagine a team where every voice is heard, every perspective is considered, and every individual feels a sense of belonging. Such an environment promotes creativity, innovation, and high morale, leading to enhanced team performance and organizational success.
Consider Deloitte research which found that the inclusive behaviors of senior leaders and managers directly translates in increased team performance (+17%), better decision making (+20%) and improved collaboration (+29%).
“Inclusive leaders prioritize authenticity and psychological safety to elevate employee well-being and increase business outcomes,” says Maggie Smith, Senior Vice President of Human Resources at Traliant. “They encourage team members to collaborate with people who are different from themselves. And that leads to building a better workplace where everyone feels a sense of belonging and appreciation.”
What leaders say and do has a significant impact on building inclusivity. Here are 6 practical steps to cultivating an inclusive management culture:
Example: Suppose you’re leading a team meeting and notice that some team members are more reserved than others. Instead of assuming they have nothing to contribute, take a moment to consider if they might have valuable insights to offer if given the opportunity.
Example: During one-on-one meetings, ask open-ended questions such as “How are you feeling about your progress on the current project?” or “Is there anything I can do to support you in achieving your goals?” Practice active listening techniques such as summarizing what you’ve heard to ensure understanding and validate their perspective.
Example: Suppose two team members have a disagreement over a project approach. Instead of taking sides, facilitate a meeting where both parties can express their concerns and work together to find a compromise that addresses both perspectives.
Example: Seek diverse candidates for job openings, ensuring everyone has a fair chance. During onboarding, assign mentors to help new hires settle in smoothly to foster a welcoming environment where they feel valued and supported right from the start.
Example: Organize team-building activities that highlight cultural diversity, such as potluck lunches featuring dishes from different cultures or sharing sessions where team members can talk about their cultural backgrounds and traditions.
Example: If a team member faces discrimination or microaggressions, address the issue promptly and provide support. Demonstrate your commitment to inclusivity by standing up for what is right and fostering a safe and supportive work environment for all.
Inclusive workplaces rely on leaders to act as role models, translators and signals of organizational values and priorities. With inclusive practices, managers can shape positive perceptions and a supportive work culture that can enable their teams to flourish like never before.
Click here to preview Traliant’s Inclusive Management: Managing Diverse Teams training.
Click here to preview Traliant’s Inclusive Management: Hiring and Onboarding training.