Saturday, April 17, 2021

Understanding the Value of Inclusiveness

Inclusion only happens when the ‘inclusiveness mindset’ is available with top management. Creative energy from top down can rejuvenate the culture of innovation,

Contemporary organizations have the very characteristics of interdependence, hyper diversity, and information exponentiality. The challenge is to get people to recognize how inclusion improves communication, engagement, and retention, etc.

 However, many people in the workplace don't really understand the true power and potential of inclusion. There are plenty more questions one can ask to illustrate the importance of inclusion and it’s important to have an intentional strategy in place to not only increase awareness but to link the power of inclusion to key business initiatives and team effectiveness.

Inclusion initiatives can be a delight, either for communication or collaboration: Everyone is unique, there are all kinds of differences that exist between individuals. The organizational inclusiveness efforts need to focus on cognitive differences, skills, abilities and the wealth of ideas since the value lies in the contributions of the individual to the organization. Therefore, effective communication is important, as different perspectives, and fresh points of views lead to well-rounded ideas and solutions.

Generally speaking, an inclusive working environment can harness creative communication, stimulate creativity, and nurture innovation success as the value of inclusiveness lies in the contributions of the individual to the organization. Even though people have different intent, personality traits, working styles, effective inclusion efforts and empathetic communication can bridge leadership and innovation gaps and build a complementary team to generate creative results regularly and frequently.

Build a culture of inclusion and improve staff engagement: Diversity can create a lot of confusion and conflict if people cannot communicate effectively and are not well prepared for it, and if the leaders are unaware of how to embrace inclusion and manage diversity. The business leaders must create an inclusive organization with every dip in the business lifecycle, from individual thinking to collective mind (culture); encourage different voices, listen to those without being said, focus on learning new things and how to surge forward in creating success stories.

Having an inclusive culture always helps us learn from diverse people, and engages people to achieve the “art of possible.” There should not be stagnation in engaging the talent from different demographics, industrial verticals, or cross domain professions, Orient people and make them aware of the diversity in their organization and help them understand the value of harnessing the differences, and then giving them the voices, tools and experiences of how to effectively communicate even if they perhaps speak diverse professional languages, unify and understand each other with empathy, and build trust across these diverse cultures. So the organizations as a whole can be competitive enough to keep surging further and reap the benefits of inclusion.

Make a smooth transition from looking for inclusion as a "check-the-box" compliance tool to a healthy working habit via daily activities: It is about how to work in harmony for amplifying collective skills and abilities and make a leap of transformative changes. Identify a list of situations in your day to day transactions in which diversified viewpoints can improve decision effectiveness and a wide range of opinions could contribute directly to the business results - bottom line in terms of productivity, efficiency and top line in terms of business growth and profitability.

Effective communication is important, since different perspectives, and talent, lead to well-rounded ideas which have to be communicated thoroughly in order to come up with alternative business solutions and build trust in a dynamic digital and global working environment. Leading companies appreciate the diversity of diversity such as cognitive differences, differentiated capabilities, diverse experiences, the spectrum of skills, complementary perspectives and personalities and cultivate a collective habit to enjoy the delight of inclusion.

Inclusion only happens when the ‘inclusiveness mindset’ is available with top management. Creative energy from top down can rejuvenate the culture of innovation, have an open session and tell people that organization would like to embark upon the road of total inclusion as that appears to be the only way to move forward and realize long term business prosperity.


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