Being Inclusive
When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization.
Pat Wadors
We all are born like a clean slate but our thoughts, opinions, ideas, and philosophy shape us as the unique individuals that we eventually become and are recognized for.
What we potentially fail to identify is that who we are today is influenced enormously by who we are with and how receptive we are to their opinions. Thus, to broaden the horizon of our ever-developing minds we need to be “Inclusive”.
Being inclusive, in simple words, is to include others in our group and appreciate the diversity of thoughts. We don’t have to look for a place to practice inclusivity as we get several opportunities to be inclusive every day.
Think of our decisions that impact our lives, families, colleagues, and eventually the world around us. This could range from what meal we cook for dinner, what car we buy, what software we pick for the organization, or whom we vote as our president.
We are psychologically programmed to make our own decisions. “Hello! We all are entitled to our opinions”, but it is today more than ever when we need to recognize the value of respecting the opinion of the humans who cohabit our spaces and be inclusive.
While empowering everyone to be participative in decision-making can delay the process, and maybe the outcome goes entirely against our will, still, the consequences of not being inclusive are even worse.
Not being inclusive leads to:
tussle and protest,
dissatisfied and demotivated workforce,
the missed opportunity of new thinking and new possibility,
reinforcement of biases,
and unpreparedness to accept the results of the decision.
According to an Accenture study, while 78 percent of leaders feel they create empowering environments in which, for example, employees can be themselves, raise concerns and innovate without fear of failure, only under one-third (32 percent) of employees agree.
Despite knowing the cost of not being inclusive, most individuals and organizations fail at their attempt towards inclusivity because of the four prominent attitudes of “I”:
“I AM THE LEADER”: When someone is privileged or entitled to something, he/she starts taking things for granted and considers others as subordinates. Little do they realize that a leader is by her deeds and not by her desk.
“I KNOW BETTER”: Yes, there is an absolute possibility of only one in a hundred knowing better, but the probability of “I” knowing better is just 1/100. If even being inclusive is sailing the ship in the wrong direction, everyone was granted an opportunity to participate in the decision-making, making the destination bearable, irrespective of right and wrong.
“I CAN’T WAIT”: Impatience leads to a less carefully thought-out hasty decision, and the guilt which failure brings haunts you for a longer time than you planned to save by not waiting for the stakeholder’s opinions.
“I DON’T CARE”: This is the worst of all the “I” attitudes where you are neither involved nor paving a way to inclusivity. This stubbornness merely promotes stagnation and ultimate decline in growth.
Although it is difficult to overcome the naturally destructive traits we develop unconsciously, it isn’t impossible to improve. A human who aspires for a better world strives for inclusivity in diversity.
An inclusive environment makes people feel valued, trusted, accountable, original, and creative.
35% of an employee’s emotional investment in their work and 20% of their desire to stay at their organization links to inclusion.
When people feel included at work, they’re better able to band together and are much more likely to meet their financial goals. According to Gartner Inclusive Companies are 120% more likely to hit Financial Goals.”
As quoted by Sundar Pichai, “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.”
This blog by no means will tell you “Five Proven Ways on How to become Inclusive.” Instead, we suggest you start with humility and treat everyone equally, making them realize that their voices and opinions matter.
After all, inclusive countries are happier; inclusive families are more at peace, inclusive teams outperform their peers. Above all, an inclusive mindset lets individuals sleep with a heart full of gratitude for taking a step towards recognizing how we are born in a world that belongs to everyone.