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Brain Circuits
How inclusive is your leadership?Â
The inclusivity crisis is a problem for all of us. Solutions are needed so that belonging is seen not as a privilege for the few, but a right accessible to all.
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Take this short quiz to test how inclusive you are as a leader – and consult the tips if you need to raise your game.
True or false? Belonging is best engendered through assimilation
Answer: False
Assimilation is where the individual conforms to the prevailing organizational culture and subsumes their identity. In contrast, belonging is where the individual turns up as the self they originally brought to the table – and is celebrated as such.
True or false? Older people coped with the effects of lockdown better than younger generations
Answer: True
Many people (me included) predicted that, given their comfort with technology and connecting remotely, Gen Z employees would weather the lockdown much better than older people. This was wrong. The ‘remote experience’ was very isolating for many young adults and their incidence of mental illness increased by more than 25%, while suicide rates also increased.
True or false? Belonging is a zero-sum game
Answer: False
Belonging is not an ‘I-win-so-you-lose’ game whereby, as one group or individual gains a seat at the table, another loses theirs. In contrast to an abundance-driven view of belonging, this scarcity mindset propagates a feeling of systemic exclusion and fuels some people’s rejection of a more inclusive society.
What percentage of workers globally feel excluded at work?
a. 25%
b. 50%
c. 75%
Answer: c
According to a 2023 study by Ernst & Young, 75% of workers have felt excluded at work, while almost 60% feel they can’t share a core part of their identity at work for fear of it holding them back. This number is even higher for LGBTQ+ worker respondents, with 77% feeling uncomfortable sharing aspects of their identity at work.
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3 tips to tackle the inclusivity crisis
- Train all managers in inclusive leadership to broaden perspectives, challenge norms, and become aware of unconscious bias. 
- Create a welcoming culture where people are valued as individuals through an ‘invite to a big table’ where they are treated with respect, different perspectives are appreciated, and a ‘speak-up culture’ is supported.
- Communicate common values and a clear vision that people feel connected to and part of.
Key takeaway
A feeling of not belonging at work can lead to a lack of engagement by employees. An inclusion-oriented approach in which individuals feel equally valued helps create a culture where people are motivated to contribute to their maximum ability.
Authors
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