Oct. 14 – 18 is Construction Inclusion Week. To highlight the importance of inclusivity in construction, Arcoro’s compliance partner, Mitratech Circa, shares its expertise about the six skills required for inclusive leadership.
How can you navigate a diverse global economy, a hybrid work environment and a workforce spanning five generations? Lean into your employees’ unique desires, needs, perspectives and lived experiences. Today’s diversity isn’t just a demographic shift; it’s a call to action for leaders everywhere.
As a result, many organizations have responded to this evolving business landscape by implementing Diversity, Equity, Inclusion and Belonging (DEIB) initiatives. While important, the success of these programs isn’t based on policies alone, it depends on the commitment and involvement of leadership.
Why does leadership’s commitment make such an impact?
Because true DEIB integration creates a shift in organizational culture that benefits from strong leadership guiding the way.
Leaders must understand and embody their organization’s unique “DEIB why”–a purpose that goes beyond external pressures and stakeholder expectations to reveal deeper benefits. This “why” should be rooted in the fundamental principles of DEIB: Diversity (individual differences), Equity (fair and just access), Inclusion (individuals feel valued, respected, and empowered), and Belonging (the sense of acceptance and connection).
However, for DEIB initiatives to truly succeed, leaders must not only deeply understand these principles and the “why” of their organization, they must also exemplify inclusive leadership. Since their leadership sets the tone for the rest of the organization, this is no small task. It requires a skill set that many leaders may need to develop or refine.
We will now explore six essential skills that will help you lead by example and champion DEIB effectively.
1. Listening
This may seem obvious, but it isn’t! Many leaders miss the fact that listening involves more than just hearing employees. Organizations need to establish platforms for employees to share their voices and perspectives. Then, leadership must ensure employee feedback is acknowledged and acted upon.
How can you do this?
Improving how you listen to employees requires a combination of structured initiatives and leadership development. Running regular engagement surveys, forming employee resource groups (ERGs), and establishing clear feedback channels are all ways to proactively address concerns. At the same time, leaders must learn how to constructively give and receive feedback along with cultivating their curiosity by asking open-ended questions and seeking out diverse perspectives.
2. Adaptability
Leaders must cultivate a mindset of adaptability. This means actively embracing new ways of working, communicating, connecting, managing projects, and collaborating. This openness to challenges and new processes is crucial not only for implementing DEIB initiatives but also for navigating the ever-changing world of work and expanding global landscape. When you’re open as a leader, your employees are more likely to be open as well.
How can you do this?
Model a culture of continuous learning by reflecting on your performance as a leader and asking for feedback. You can strengthen your adaptability by reframing your mindset, learning from your team, and adjusting accordingly.
3. Development
Facilitating opportunities for skill enhancement, both formally and informally, enables and empowers employees to own their career success. Leaders need to nurture and encourage learning, creating pathways for the advancement of all groups. Intentionally address areas of opportunity that may be barriers for certain populations.
How can you do this?
Invest in a learning management system or mentorship program to help develop your employees. These programs can also help people share knowledge among their team, across departments, and throughout the organization
4. Transparency
Embrace organizational transparency as a foundational principle and leverage vulnerability as a strength. When you share openly, you can foster connection and trust. Nurture a culture of openness and accountability by directly addressing fear or failure with humility.
How can you do this?
Create ways to disseminate organizational updates, celebrate achievements, and address areas for improvement. Depending on your culture and organizational structure, you may want to share updates during quarterly town hall meetings, a monthly newsletter, or a bi-weekly video sent directly from your CEO.
5. Authenticity
Encourage authenticity within the workplace by celebrating uniqueness and individuality. Guide employees on how to engage authentically with colleagues, creating an environment where they feel empowered to express their full selves. Leaders should work to understand and share both transparent and concealed aspects of their identity and leadership to set an example for their employees. This commitment to authenticity not only fosters a culture of openness but also drives innovation and genuine connections among team members.
How can you do this?
Demonstrate that you value individuality. Implement personality tests in your organization, paired with facilitated team discussions. Conducting assessments like the Insights Discovery Profile or StrengthsFinder 2.0 can help employees learn about themselves and others, while embracing each others’ strengths. You can also implement a recognition program to help celebrate diverse roles and achievements.
6. Trust and Inclusivity
Foster a culture of trust and inclusivity by consistently demonstrating reliability and accountability. Uphold commitments and follow through on actions and goals. At the same time, actively involve diverse perspectives in decision-making. Ensure everyone feels valued and included in the organizational journey.
How can you do this?
If you promise to update employees on an initiative, set reminders to share developments at a later date. If no progress has been made by the promised deadline, explain how the project or change is still a work in progress. Ensure all employees are looped into these communications.
Taking The Next Step Towards DEIB
DEIB initiatives must align with leadership’s overarching priorities and objectives. Leaders must first understand and define why DEIB efforts are critical to the organization’s success. By developing these six essential skills, leaders can confidently build a collaborative, deliberate, cross-functional, and successful DEIB program.
If you want to learn how to embed DEIB into your people processes to create an inclusive work environment, visit our library of resources or contact Mitratech today!
Arcoro has developed partnerships with several organizations that can help our customers maintain compliance. Our goal is to set you up for success with our HR tech and our partners’ specific skill sets. Contact us to learn more.
