ask the
EXPERT
Organisational culture towards inclusive workplaces. Having the conversations to challenge ourselves on our authenticity requires courage and honesty, and can, at times, be uncomfortable. However, the short-term discomfort is almost always outweighed by the long-term pay-off of truly inclusive ways of working, increasing engagement, innovation and financial performance.
In a year where social and political discussions have continued to take centre stage in the media, it’s impossible for organisations not to recognise the impact these will have on their employees. Katie Allen, HR Consultant and Coach of Katie Allen Consulting Limited, explains the steps leaders can take to improve their organisational culture, and make equity and inclusion an integral part of their working lives. THE BIGGEST QUESTION MOST LEADERS FACE IS WHERE TO START. THE ANSWER TO THIS - AT THE BEGINNING. IT’S DIFFERENT FOR EVERY BUSINESS, SO WHAT CAN WE DO TO TAKE THE FIRST STEPS? The first area that needs consideration in any organisation is the authenticity in its approach to creating an equitable and inclusive environment for its people. The biggest barrier to inclusion is a lack of authenticity. When we, as leaders, say all the right things to make our people feel seen and heard, but then fail to take the action required to make truly lasting change, this performative approach to inclusion can actually do more harm than good. Instead, we need to look for any barriers to authenticity that may exist, and take action to remove them. Examples of this could be making a public statement in support of groups like Black Lives Matter or hosting an event in celebration of International Women’s Day, but adopting workplace practices that actually place black colleagues at a disadvantage (often unknowingly), or failing to take steps to address the gender wage gap. Making a real connection between what we say we will do, and doing it, is hugely powerful in moving the dial 16 connected
THE POSITIVE ARGUMENT FOR DIVERSITY HAS BEEN WELL RESEARCHED AND DOCUMENTED, BUT FOR MANY, LITTLE PROGRESS HAS BEEN MADE TOWARDS INCREASING REPRESENTATION WITHIN ORGANISATIONS. WHAT CAN BUSINESS LEADERS DO TO HELP ADDRESS A LACK OF DIVERSITY IN THEIR TEAMS? Firstly, it’s important to recognise that one person alone cannot be diverse. It is the whole makeup of a team or environment that is either diverse, or homogeneous. The first question to ask in an organisation that is trying to diversify its workforce is “what are the barriers to access that exist?”. These can range from the language used in job adverts, the selection methods used in recruitment and the benefits and working arrangements made available. Taking steps to remove these barriers will see an increase in the diverse range of talent we can attract to our organisations, allowing us to create teams with greater perspective and capability. Improving access and acting with authenticity will not only attract fantastic new talent to our businesses, but will improve connections within our existing teams too, making it much more likely that good people will want to stay with us!
IT’S COMMON TO SEE DIVERSITY IN GROUPS REDUCE AS SENIORITY IN ORGANISATIONS INCREASES. WHAT CAN SENIOR LEADERS DO TO HELP IMPROVE DIVERSITY AT ALL LEVELS? This is where senior leaders need to “lean in” to courageous conversations. Being honest about what we know of our development programs, talent reviews, routes to promotion and access to coaching, mentoring and sponsorship. Are there any barriers to advancement that may exist for colleagues from minority represented groups, that don’t exist for their straight, white, cisgendered or non-disabled counterparts? Again, these conversations can be uncomfortable, but having them is a necessity to address any underlying bias or disadvantage that may exist. There is so much positivity that can be found when our employees are able to bring their true and authentic selves to work. As leaders we need to understand that we don’t always have all the right answers, but we can ask the right questions, and listen and be guided by our incredible teams of people. Remember: • To increase inclusion - look for barriers to authenticity • To increase diversity - look for barriers to access • To increase equity - look for barriers to advancement One size doesn’t fit all, so as a consultant and coach, I help organisations and individuals review their values and working practices, understand and remove barriers, and lead with courage, connection and curiosity as human centred leaders.
