How Can We Balance Inclusivity and Accountability in the Workplace?
Let’s first begin with simple definitions. Inclusivity means providing equal access to opportunities and resources for all. This includes those who might otherwise be excluded or marginalized, like individuals with disabilities or those from minority groups. It’s about treating everyone fairly and equally, ensuring diverse voices are heard and respected.
Accountability, on the other hand, means being responsible for actions and decisions. It involves explaining and justifying actions and accepting responsibility for achieving goals. Accountability ensures that individuals or teams are answerable for their duties and can be rewarded or held accountable for their performance.
In a workplace, inclusivity can positively affect accountability. It creates a culture of trust and respect where everyone feels responsible. This can lead to better decision-making, increased productivity, and more innovation. Inclusivity requires awareness, authenticity, and accountability.
However, there are times when too much emphasis on inclusivity can hinder accountability. In a scenario where everyone’s opinion is considered equally, decision-making can be slowed. For example, during a production incident, it’s crucial to make quick, informed decisions rather than debating every opinion.
Otherwise, over reliance on Inclusion can create Passivity. Just like over reliance on Accountability can create Blame culture.
Consider a situation where cloud expenses are rising. If every team blames another and expects a central team to solve the issue, accountability is lost. While a central team can provide tools and mechanisms, each team must own their cloud costs. Simple tools from a central team can address most issues, and leaders should be held accountable for the majority rather than making excuses for the minority where more tools enablement may be needed.
The same principle applies to operational reliability and product delivery. Leaders and their teams must be accountable. If responsibility falls on a central individual without authority over resources, it’s ineffective. A general set of guidance made with utmost good intention, is just that — good intentions. Leaders must feel empowered to enforce accountability without fear of being seen as non-inclusive.
When leaders fear pushing for accountability because they might be labeled as non-inclusive, it stifles progress. If there’s no central authority holding leaders accountable, discipline within organizations falters. Leaders who are responsible but don’t see equal rewards struggle to maintain standards.
Inclusivity and accountability must coexist. A leader must be able to raise issues of unfair rewards or punishments without being seen as non-inclusive. They should feel safe to limit irrelevant ideas and focus on accountability.
Balancing inclusivity and accountability are crucial for success. Inclusivity ensures everyone’s voice is heard, but accountability ensures that actions align with goals. Leaders must navigate this balance to create a productive and fair workplace.
For instance, in a tech company I worked for, we faced a challenge with our development cycles. Everyone’s ideas were considered, which was great for inclusivity but led to delays. To address this, we implemented a more structured approach. While still valuing everyone’s input, we set clear accountability for decision-making. This streamlined our process and improved our productivity without sacrificing inclusivity.
Similarly, at another company, we faced rising operational costs. Initially, blame-shifting was common, and a central team was expected to resolve the issues. We shifted the focus to accountability, ensuring each team was responsible for their costs. This not only reduced expenses but also fostered a sense of ownership among the teams. The teams identified what they could solve independently and what specific assistance they needed. This made it easier to provide the right help and move things to execution. No central team or other team had to worry about it. The team leader is the owner, empowered, and accountable, full stop.
Inclusivity and accountability are not mutually exclusive. They can complement each other when balanced correctly. Inclusivity brings diverse perspectives, fostering innovation and trust. Accountability ensures that these perspectives translate into effective actions and results.
In conclusion, while inclusivity is essential, it should not come at the cost of accountability. Leaders must foster an environment where both can thrive. This balance leads to a more effective, fair, and productive workplace.
What are your thoughts?
Until next time, Cheers,
Amit
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