Inclusion Begins With Good Leadership

President and COO at Skyhawks Sports.

Human beings innately want to feel a sense of belonging and know that they’re contributing to something substantial, whether personally or professionally. When that security is removed, experts say it can affect every aspect of who we are by shaking our confidence and making us question our acceptance in a group.

Corporate buzz tells us how important inclusion is in the workplace to promote a positive culture and to be socially responsible. But achieving the multifaceted benefits of inclusivity starts with leadership.

Our need to be included is rooted in childhood.

I work for a leading youth sports franchise. Part of the vision of this business was to create a safe space for kids to enjoy sports without stress or pressure by eliminating those fears of acceptance or belonging through our core belief that “no kid gets picked last.”

We all remember those days in P.E. class or on the playground when choosing teams inevitably led to someone, myself included, having hurt feelings because they were the last one chosen for the team. It shook our self-esteem and self-worth.

We believe there are many significant life lessons taught through sports—and this is one of them. No one wants to feel excluded or unappreciated, whether a kid or a grown-up.

That’s why leaders must be cognizant of inclusion in the workplace. Every member of your team wants to be recognized and appreciated for what they are bringing to the table. Having people from a variety of cultures, different walks of life, backgrounds, genders, ages, races and life experiences provides rich perspective and adds diversity to the brand.

But as a leader, you’ve got to do something with that and take it to the next level. Having a diverse team is beneficial, but understanding how to harness its potential is crucial. As leaders, it’s our job to help our team feel valued and respected.

Inclusivity leads to success.

Here are some ways to promote inclusivity that can impact performance, culture and, inevitably, success.

Start with an analysis.

Take a deep dive to understand how your organization is operating. If you have data, use it. You want to figure out if you have policies in place that could be excluding instead of including people. Ask the hard questions: Are we promoting fairly? Are we living our mission and vision, and do they reflect equality and inclusion? Do we make a diverse workforce?

If you don’t know the answers, ask. Survey your team; get feedback. There is no better way to help a person feel valued than by asking for their thoughts.

Then, step one is to start at the top. Our franchise leadership embraces differences by building a team that varies by gender, age, culture, background, life experience and, frankly, athletic ability! All jokes aside, your employees want to see a reflection of themselves in leadership.

Don’t give an unfair advantage.

Be cognizant of fairness and self-checking any biases you might have, because you don’t want to inadvertently create an advantage for one employee over another. This may be something as simple as regarding someone at a higher level because of your own narrative.

For example, I attended Ohio State University. Knowing what a great school that is, if I have an employee or franchise owner who is also an alum, I might be prone to unknowingly creating an advantage for that person over someone who attended Michigan, for example, because we share something in common. Kindred spirits are one thing, but giving someone preference in a project or job can cause a divide in the team.

Talk about it.

If you haven’t already, it’s time to get the dialogue started on your team. What good is diversity if it’s not being embraced? When employees feel like they have a voice and it’s heard and understood, it creates a sense of value, producing a wave of positivity that sparks innovation.

This starts with you. When you actively listen to your team, it sends a message with respect implied. When you create an environment where your staff feels empowered to contribute, they thrive.

I set clear expectations and establish fair standards by holding people accountable and encouraging people to share differing views based on their life experiences. We don’t all see the world the same, and that’s a good thing. I want my team to think not about what they have in common, but their differences. Disruption of the norm is what helps us grow.

Create a strategy.

Set up a plan that includes training and development programs that educate your team about diversity, equity and inclusion. Squashing assumptions and stereotypes provides substantial benefits to your organizational culture. When you support and promote your employees by giving them a platform to share their unique perspective, it generates a trickle-down effect.

A recent Gallup study showed that when employees feel accepted and valued as people, they are 52% less likely to experience high levels of burnout, making your organization stronger with higher retention levels and greater productivity.

Recognize the need for belonging.

Inclusivity is an ever-changing process. It requires strong leadership and being unafraid of making bold changes. Obtaining buy-in from the team and embracing differences in order to develop each person’s unique potential will create a stronger organization.

It’s time to level the playing field, recognizing the vast talent on your team. We weren’t all meant to be pitchers. Some of us are more talented in right field or as shortstop. A team needs the strengths of all different players to compete and win, and so does your organization.

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