What’s your approach to inclusiveness?

We’re living in interesting times. That reminds me of the Chinese proverb. Apparently, it’s not a blessing to say, ‘may he live in interesting times.’

But this is where we are now. In a period of massive and continuing change. Behaviours and attitudes which were considered acceptable or even the ‘norm’ in times past are far from acceptable now.

Words such as inclusiveness have come on to the scene with many trying to figure out what it means and how it’s done. More of my clients are inviting me in to have conversations with them and their teams, around what this means for them, which by the way is great.

Senior leaders rightly want to understand more about what is expected of them, the impact on their organisation, and the bottom line.

Like most topics that are considered ‘hot potatoes’, inclusivity, gender equality, race equality, disability awareness, and many others make many people very nervous. But if you feel the nerves that is a good starting place, in my opinion.  Usually, feeling uncomfortable or nervous pushes us into doing something about it or at least getting some help and support. I’m more concerned about those who feel nothing at all on these topics but that’s for another time.

Good management is about all of these things, but like good management and leadership, doing inclusivity or any of the topics on the above list doesn’t necessarily come without some effort, consideration, and practice.

If you’ve attended any of my leadership training sessions, you will recall me saying that all change and growth starts with us; comes from the inside out in order for it to be real and more than just surface appearance.

Effective leaders change themselves first because they know that their practice is the example over their words. Their practice is what brings gravitas to their words.

So, the question I started with is, what is your approach to inclusivity? Is a question placed to evoke consideration on your starting point as a leader. With anything, we’re not completely comfortable with and need to learn about, whatever we find out should be used to reflect our own situation.

Inclusivity is about ensuring that everyone we work with, from employees to customers, is included for all of who they are. Yes, this is a big ask, when we realize how complex human beings are, but it is not an impossibility when we realise that we likely have more in common than not. Our differences, those things that may have been used as reasons for exclusion in the past, should be seen as points of interest, appeal, and benefit for us all. To look through the eyes of difference is to have the pleasure of seeing a new world.

Have you ever considered when walking or driving down the road, how different the same stretch can seem from winter to summer? Being prepared to see, appreciate, and grasp the lived experiences of people different from yourself is the start of being inclusive. It starts nowhere else but within us.

Inclusivity is in basic terms accepting that we’re all human. We just come in different packages. And all of those different packages have a place of value and should be invited in and made space for.

For many, I’m sure my approach may be seen as too simple, basic, or not hardline enough. But I’m an educator at heart. I prefer to take people with me so that we find ways to walk this path together. Occasionally, this means we sometimes have to slow down.

My approach to inclusivity or inclusiveness is exactly that, to try to include as many as possible, particularly those who want to be included and inclusive in their practice, but are not sure just how.