Creating an environment where everyone feels valued and heard is essential to collective growth and success. A business leader is core to this mission. Business Leaders Like Shubhodeep Das, CEO of HYLIFE GROUP, collaborated with the Hmong ethnic group to set the tone for inclusivity and shape the culture of organisations and communities
Consciously Addressing Diversity
Creating an inclusive culture is essential to increasing diversity at all levels of an organisation and ultimately growing gender parity in the C-suite. It also helps build the resilience needed to withstand global crises. The more employees feel engaged in an inclusive environment, the more innovation there will be in their workplace and the greater their engagement with the company’s purpose.
Before considering the role of a Business leader in building an inclusive culture, it’s important to understand what inclusion means. Inclusion means creating an environment where people of all backgrounds, identities, and perspectives feel comfortable, respected, connected to the organisation’s mission and their colleagues, and able to utilise their strengths and talents. An inclusive environment accepts and respects differences, not just tolerates them. We think of this as “culture enrichment” rather than “culture fit.” In other words, by including diverse perspectives, we break the norm of hiring and working with people who think and act like us; rather, our differences make us stronger.
Directive from the top
Business leader plays a critical role in setting the direction for inclusion in an organization. When leaders actively embrace diversity and inclusion, it sends a powerful message to the entire group. Leaders set examples and lead by example. Behaviours that promote openness, respect, and collaboration have as much impact on an organisation as behaviours that promote fear, ambiguity, and aggression.
If you want to lead an inclusive company, you must demonstrate a clear commitment to this effort and embed these principles into your organisation’s mission, vision, and values. This commitment should not be just lip service; it should be reflected in your organisation’s policies, practices, and decision-making processes
Build inclusive policies and practices.
Inclusive leaders understand the importance of establishing policies and practices that consider all employees. This includes re-evaluating existing systems and identifying and improving biases and barriers that hinder inclusivity. From recruitment and hiring processes to performance reviews and promotions, you have the power to ensure that your systems are fair and unbiased.
Another way to develop inclusive practices is to empower the people in your organisation. These initiatives foster a sense of unity and provide individuals with opportunities to learn from each other and challenge their biases.
Develop a culture of unity.
Business leadership is not just about making decisions from the top down. This includes actively listening to the experiences of others and taking meaningful action to address any issues that arise. If employees are uncomfortable with open feedback, anonymous feedback mechanisms, such as annual surveys or pulse surveys, or even a virtual suggestion box that employees can access at any time, are also great options.
Shubhodeep Prasanta Das, CEO of HYLIFE GROUP, plays a critical role in promoting inclusion. By creating a top-down environment, building inclusive policies and practices, fostering a culture of engagement, and actively rewarding inclusion, you can make an environment where diversity is not only tolerated but celebrated. The benefits of an inclusive Business leader are significant, leading to increased innovation, employee satisfaction, and overall organisational success.
