Hey team!
Have you ever planted a seed that just wouldn’t grow? You might think the seed was bad, right? Well, sure, a seed needs good qualities to sprout and bear fruit. But it also needs the right environment—sun, water, good soil.
People are the same way! To really thrive and reach their potential, they need their own great qualities plus a supportive place to grow. That’s what inclusion is all about.
The big question today is: How do we create a workspace where everyone—with all their unique traits and differences—can truly flourish together?
It’s More Than Just Checking a Box
Companies today are finally realizing they need all kinds of people on their boards, in management, and on their teams. Why? Because bringing in different viewpoints turbocharges innovation, sharpens decision-making, and boosts the bottom line. Diversity of thought is an amazing asset! If you only hang out with people who think exactly like you, you risk missing huge opportunities in today’s fast-changing world.
But here’s the critical part: Simply adding a new person just for “optics”—like bringing one young woman of color onto a board of older white men—can totally backfire. If you see diversity as just adding different characteristics, it’s like planting that seed but then forgetting to water it.
What really matters is how that new board member feels in the room, how the others treat her, and if they can actually work well together.
The Magic Word: Belonging
For diversity to actually work—to truly become a source of strength—it has to be backed up by inclusion. Inclusion is putting diversity into action so everyone appreciates the richness their differences bring. It’s that fundamental feeling of belonging. When people feel safe, respected, and like they can bring their A-game without fear, that’s inclusion.
These days, D&I (Diversity & Inclusion) are two of the most important concepts in business. Why? Because the modern business world, with all its tech and demographic shifts, demands better collaboration for creativity and resilience. Plus, during tough times or market chaos, the companies where employees feel free to speak up and contribute their ideas are the ones that come out ahead.
So, how can leaders become better gardeners for that feeling of inclusion on their teams? Here are a few ways:
5 Ways to Water the Inclusion Garden 🚿
1. Really Get to Know Your People
The pandemic taught us a huge lesson: we didn’t know our colleagues well enough! Knowing someone means understanding why they react the way they do in different situations. Take a genuine interest in their core values, their thought patterns, and what drives them. This helps you, as a leader, truly understand and support your team members.
2. Treat Everyone Fairly (Not Necessarily Exactly the Same)
This isn’t about making everything uniform. It’s about being nuanced and making sure every single person feels valued and included. Your efforts should ensure that everyone feels they are being treated equally well, even if what they need to succeed is slightly different.
3. Make Inclusive Behaviors the Star
Let’s stop the sterile, ineffective competition. Instead, let’s celebrate each other’s strengths and build communities where we actually get along! The goal is to form teams where everyone complements each other. Focus on creating environments where people genuinely enjoy working together.
4. Share the Load (and the Info!)
Inclusion thrives when everyone is visible, heard, and shares the responsibility. An inclusive culture can’t just be one person’s job (looking at you, higher management!). It has to be a collaborative effort involving the whole team. Shared responsibility also means sharing the right information so everyone can work toward common goals.
5. Cheer for Inclusive Work! 👏
Nothing reinforces a behavior like positive examples. Make a conscious effort to spot, showcase, and promote the moments when your team enhances the communal well-being. Recognizing and celebrating those individual and collective successes is the best way to keep inclusive behaviors strong in your organization.
The Big Takeaway
An inclusive organization harvests the full benefit of its diverse members. When differences like age, culture, gender, and experience are truly integrated, the organization becomes way more resilient against economic threats. The more leaders respect their diverse team members and truly support the viewpoints they bring to the table, the more inclusive—and ultimately, the more effective—their whole organization becomes.
