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6 Ways to Be an Inclusive Manager in a Diverse Workforce

https://learning.linkedin.com/blog/learning-tips/6-ways-to-be-an-inclusive-manager-in-a-diverse-workforce

learning.linkedin.com

6 Ways to Be an Inclusive Manager in a Diverse Workforce
Davis explains the 6 Cs as the essential qualities that show "an openness to different ways of doing things, leaning into some discomfort, and demonstrating courage to embrace the unknown and the unfamiliar." Understand how inclusive you are as a manager by going through the "6 Cs" below.

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Diversity in workplaces

Diversity in workplaces

Diversity in the workplace brings the skills, perspectives, and experiences organizations require to be successful and productive.

These advantages of having a diverse workforce are overshadowed if managers aren't facilitating inclusion, or if there is any bias in the workplace due to the hiring of minorities, people of a different colour or even gender.

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The 6 Cs of Inclusive Leadership

The 6 Cs of Inclusive Leadership

Inclusive managers show an openness to different ways of doing things, embracing the unknown, uncomfortable and unfamiliar.

The 6 Cs of being an inclusive manager are:

  1. Commitment
  2. Courage
  3. Cognizance of Bias
  4. Curiosity
  5. Cultural intelligence
  6. Collaboration

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Commitment

Commitment

A high level of commitment from a manager inspires and empowers the team to reach provide their full output.

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Courage

Courage

Inclusive managers are humble and courageous, admitting their own mistakes if required and willing to speak up, challenging the status quo.

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Cognizance of Bias

Cognizance of Bias

Personal and organizational biases narrow our field of vision and inclusive managers understand that. They make a deliberate effort to identify various biases and try to prevent them from influencing various decisions.

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Curiosity

Curiosity

Inclusive managers do not stifle the flow of ideas, and make people feel valued, respected and listened to. They try to minimize any blind spots and have an open mindset.

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Cultural Intelligence

Cultural Intelligence

Managers who are inclusive are able to adapt to different cultural settings, and function in vibrant cultures, while keeping their own identity and authenticity intact.

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Collaboration

Collaboration

Inclusive managers know that they need to allow individuals to express their opinions freely, without any retribution or judgement.

Diversity of thought is key to a productive and effective collaboration, driving performance and eventual success.

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Feeling included in organizations

Feeling included in organizations

What leaders say and will contribute up to 70 % to whether an individual will feeling included. 

The more people feel included, the more they speak up, go the extra mile, and collabor...

Traits inclusive-leaders share

  • They articulate an authentic commitment to diversity, challenge the status quo, hold others accountable, and make diversity and inclusion a personal priority.
  • They are modest about capabilities, admit mistakes, and create the space for others to contribute.
  • They show awareness of personal blind spots, as well as flaws in the system.
  • They demonstrate an open mindset and deep curiosity about others.
  • They are attentive to others’ cultures and adapt as required.
  • They empower others and focus on team cohesion.

The most important trait

If a leader wants to know what is the most important trait, commitment is the most critical.
For those working around a leader, the single most important trait is a leader's visible awareness of bias - a leader that constantly challenges their own bias and encourage others to note their pre-conceived leanings. Raters also care about humility and empathy.

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Diversity & Inclusion

Diversity & Inclusion

There is a significant relationship between competitive profit gains and diversity.

Companies with gender, ethnic and racial diversity are at least 15 percent more likely to experience...

5 Lessons for Managing D&I

  • Recognize the Shift in Global Understanding of D&I.  Diverse thinkers come from a variety of different backgrounds.
  • Build an Inclusive Environment. All people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance business goals.
  • Use Multiple Practices and Measures.  Have solutions in place to monitor and retain a talented and diverse workforce.
  • Ensure Leaders Model Diversity and Inclusion. It sets the tone for the rest of the organization to follow suit.
  • Recognize the Connection Between Innovation and D&I. Diversity and inclusion increase innovation and reduce business risk.

Cognitive Diversity

The concept of cognitive diversity focuses on diversity of thinking and is composed of four dimensions:

  • Perspectives. People represent situations in different ways
  • Interpretations. Through diverse interpretations, teams can discover multiple resolutions.
  • Heuristics. People resolve issues in different ways.
  • Predictive models. Some analyze, and others look for a story. Both are useful for discovering workplace solutions.

Allowing Ideas To Safely Flourish

Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.

To create a sense of security where employees will feel safe to share their i...

Increased Diversity

Companies with increased growth are 72% more likely to have high diversity in their organization.

Use Learning & Development (L&D) training to raise awareness about the current state of diversity and inclusion in your work environment.

Agility Breeds Sustainability

Up to 70% of trainees forget what they learn within 24 hours after training. However, it does not have to be the case for your employees.

An effective leader will implement and integrate an agile training infrastructure into their daily operations that can change quickly to keep up with the pace of innovation.