Inclusion is as easy as 1, 2, 3…

Words carry meaning and power. Words carry enormous weight.

According to a recent McKinsey study, many corporate employees do not feel a strong sense of inclusion and report barriers to achieving it. For companies that succeed in creating a culture of inclusive behaviors, the upsides are enormous — higher employee engagement scores, an enhanced talent brand, lower attrition, fewer sick days, improved productivity, better communication, and teams that fire on all cylinders in terms of innovation and collaboration.

Diverse teams will yield higher ROI only if they’re managed by an inclusive culture. An organization can be diverse without being inclusive because inclusion is not a natural consequence of a diverse team or organization. Diversity is a fact, but inclusion is a choice.

Six examples of inclusive workplace behaviors

While there is no magic formula to combat non-inclusive workplace behaviors, here are some examples of ways you or your people leader can showcase that inclusion is the choice.

1. If you have a strong reaction to someone, ask yourself why. The best way to deal with someone who causes a strong reaction in yourself is to turn inward. Pinpoint these triggers and address them. After all, they didn’t create those triggers. Doing this will help show you why you have this response so you can anticipate, soften, or alter your reaction.
2. Listen carefully to the person speaking until they feel understood. Active listening is a skill that can be learnt. Listen as an ally. Remain impartial as you listen. Create 360- degree vision: Ask others to share their thoughts and experiences and be sure to accept their frame or reference as true for them.
3. Examine your assumptions. Make an effort to understand how assumptions and bias influence your behavior. Employees who have access to learning and development opportunities know that their company cares. This is why creating engaging anti-bias and unconscious bias trainings are so important.
4. Understand each person’s contribution. A big part of working in a team is understanding everyone’s role. No matter how big or small, each employee is a piece of the jigsaw that completes the puzzle. You won’t be able to reach full productivity unless you have a great team ethic and make it clear that everyone is on the same side.
5. Be generous and lead with positive feedback. Time and time again, studies have shown that positive feedback helps motivation, boosts confidence, and shows people you value them. It helps people to understand and develop their skills. As a people leader, giving positive feedback should be a simple part of your practice.
6. Address misunderstandings and resolve disagreements. Everyone has a different point of view. There’s often no right or wrong, just different life experiences that create different opinions. Try to think of the situation from an outsider’s point of view. Be calm in your response and try to address the issue directly — and once it’s resolved, be sure to move on.

To wrap up

These six behaviors may seem like obvious ones, but it’s surprising how few inclusive people leaders we meet. There is of course more to learn about how to become an inclusive manager and embed these changes in behavior, but one thing is clear: people leaders who consciously practice these behaviors will be remembered by their people and for the superior performance they harness throughout their diverse teams.