December 2023 - Inclusion is Serious Business

People want to feel included, part of something that aligns with their own personal values. 70 per cent also said it was important for CEOs to speak out on diversity. This presents organisations with a unique opportunity (and challenge) to examine their role in relation to issues such as race, sex, inclusion & exclusion, identity and privilege that are at the forefront of everyday lives. There is overwhelming evidence that inclusivity in diverse organisations drives performance and creativity. Yet the identities of those at the seat of power remain, for the most part, the same. Exclusion by those in the room does not rely on intent, inequity can occur simply through homogeneity. In other words, its hard to change what we do not or what we refuse to see.

Significantly, the leaders who have been most effective in transforming their organisations into inclusive environments are the ones able to talk about and engage in the concepts of identity and privilege. Everyone has an identity, one that shapes how we see ourselves and others and how we view the world. Differences in identity, and our sense of our place in the world are transmitted and reinforced at school, in our workplaces and wider society. Many people have never been asked or required to reflect on their own privileged status but privilege is inextricably linked to equity.

When you benefit from a privilege, its not something you notice, it is just the norm. But when privilege is absent, it affects everything. It is important to understand that privilege does not mean that someone has not worked hard or that they have not earnt the success they have had or that a person has never suffered or experienced loss. It simply means that their race, ethnicity, sex or sexuality to give just a few examples have not been the cause.

Acknowledging and understanding our own privileges helps us be vigilant about the ways we treat others different than us. Leaders who ignore the issues of identity and privilege do so at considerable competitive and reputational risk. Those that embrace change and demonstrate true leadership are in a much better position to build trust and trusted organisations are able to harness the benefits of inclusion. Trusted companies are also more resilient in the face of crisis but that is a whole other article.

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