Diversity and representation are big issues nowadays. You see major businesses pushing for affirmative action more than in any other point in history. Big entertainment companies are also making it a point to put leads of all races and sexual orientations at the forefront.

Some people might think that the world might be getting “too politically correct”. But I would argue that the world has always been a diverse and colourful place, and it’s important for us, as leaders, to shift with the times in truly recognising and appreciating the diversity around us.

But yes, it’s possible that if you come from an older, less diverse background, it might be harder for you to understand how to lead this way. However, there are steps you can take to understand your team better on an individual level and encourage them to keep building bridges with each other.

1) Be Inclusive

The world is very different now, mostly due to people being prouder about things they’re taught to be ashamed of, and sometimes even punished for. This is how movements like Pride and Black Lives Matter started, and it’s been a powerful way for minorities to really express the pain and injustice they’ve experienced and continue to face.

Part of that pain stems from being refused work or rights due to their race, gender, ability, and other things. And this is where you come in as a leader.

It’s important to firstly acknowledge that your experiences are different. But that doesn’t mean that someone from a starkly contrasting background is any less qualified for anything. Make an effort to educate yourself on these issues and understand your team members as distinct individuals with unique stories and experiences.

Don’t let your team members feel left out just because they don’t conform to the norms set by society. Let your minority staff members lead discussions, and allow them to take bigger positions instead of letting them feel excluded from their own workspace.

2) Listen

This seems like an absolute no-brainer, but you’d be surprised at how difficult listening can be for some people! In fact, you might even have that problem and not know it. But that’s totally okay, because it happens to the best of us.

To effectively listen, try not to dwell too much on your own understanding and how you perceive the world, because everyone approaches life and circumstances differently! People of historically marginalised races and sexual and gender orientations will always share a different way of viewing the world, and it’s often a paradigm that’s born out of oppression.

For the rest of us who don’t experience such oppression, it’s not for us to try to explain to them how they feel. Instead, look to engage, understand and foster deeper connections from authentic communications. We need to be able to put our own biases aside, and appreciate people’s perspectives for how they are. That’s the only way we can truly celebrate diversity.

3) Protect Those Who Are Vulnerable

So, let’s say you’re finally aware of the vulnerabilities in your team. You’ve started listening and being more sensitive to issues that happen to your female and LGBTQ+ staff, or those of different races. What now?

Well, as a leader, it is your job to protect them. The power to change things comes with making sure those without power are kept safe from harm. You need to be responsive to the needs of an increasingly diverse team.

One big step is making sure your team has a clear and comprehensive strategy against sexual harassment and discrimination. Do you have any grievance mechanisms, and any protocol for investigation in place? If not, that’s something you need to do right away. It’s also a big plus when your employees feel safe and represented; they’ll be even more encouraged to work for and advocate your company’s values and principles – because you’re standing for the right ones.

To your success,

Mario

[Visit www.mariosingh.com now to enjoy a FREE e-book of my latest “37 Essential Principles for Massive Success” when you subscribe!]