What does it mean for a manager to be more diverse and inclusive?

Let’s take a look at what diversity and inclusion refer to, as well as the role of the manager in relation to them.

Do you prefer the video format? There he is.

Diversity

Diversity is a concept that refers to the variety of people and ideas. Diversity refers to the full range of human demographic differences such as ethnicity, culture, gender, generation, physical or psychological differences, sexual orientation, language, socio-economic status, etc.

There has always been visible diversity, like the one mentioned above, or invisible like different thoughts and beliefs, a different education.

Ok, but Geneviève, all this is not new! Correct.

What is “new” is that people want to be accepted as they are, in their lives and at work.

Simply.

Rethinking the way we think about diversity and inclusion

We can’t really be against that, right?

At the same time, it’s confronting. Because our idea of what is “good” at work is challenged. Like our ideas of “professionalism”, of genres, of ways of presenting oneself physically, of what one can or cannot say in certain situations. All of this is being challenged.

What if life was less compartmentalized: me at work, me with my friends, me in my life, me with my family, me in my intimate relationship.

What’s happening is very interesting, and it’s quite a change.

I loved the change that allowed me to discover the personal environment of each of my clients through virtual meetings. This led to different discussions, with children on screens, sets, animals, etc. Life is decompartmentalizing and becoming more human!

Yes, and the limits in that?

The question is: the limits according to what and according to whom?

Do we need to revisit our limits?

It’s a great invitation!

In all transparency, I, like you, have some discomfort. At the same time, I really see a great opportunity in our company.

Diversity and inclusion come from the acceptance in all of us.

And for the manager?

What can make this complex for a manager is first and foremost his own vision of life, his own beliefs and judgments.

• Some people don’t necessarily understand all this need to be happy and accepted at work.
• Others are simply uncomfortable, because they are not in their comfort zone with certain diversity characteristics.
• Others are very open, but don’t know how to foster the inclusion of diversity in their management practice.

Secondly, not all organizational cultures are adjusted.

On both sides, tolerance and acceptance are needed.

The roles of the manager in relation to diversity and inclusion

1. Understanding the limits

The manager’s first role is to take stock of his or her own acceptance limits and to understand that of the organization.

If you are struggling to adopt inclusive leadership, ask yourself if it is due to your beliefs, social pressure, organizational culture, misunderstanding, etc. Take stock.

The management role is often confronting for. self! If you want to know more about how beliefs work, here is an article. In addition, it is essential to understand the expectations of the management role, discover them in this relevant self-study.

2. Position yourself

The^2nd role of the manager is to take a stand for his team (this requires courage). This means that if you observe a situation that disrespects differences in your team, you must act in accordance with the guidelines that have been given to you.

In other words, as a leader, you must take a position in your team or with colleagues in line with the main lines of the organization.

Learning to communicate your emotions will be very relevant at this stage! Here’s how.

What to do if you find yourself in front of the unknown?

If you don’t know the official directions of the company, go and look for them. Offer them if they don’t exist.

It is a question of seeking resources from within the organization to manage these situations. Help with speech, for example, or, on the contrary, courage to propose a way of doing things. Another idea would be to survey employees to make sure the ideas are appropriate in your context!

In conclusion on diversity and inclusion management

Managing diversity and inclusion requires a certain openness to questioning oneself, emotional intelligence and interpersonal skills. These are not skills acquired by the majority of people.

Let’s be patient with each other and accept mistakes.

We are in transition. It is imperative that organizations adjust and generate an inclusive culture. Managers need to be trained and employees need to be involved by sharing their views and making things happen.

All of this with mutual respect and the recognition that we are in a transition. In a transition, nothing is perfect. In a transition, we talk to each other, we admit our mistakes, we cooperate.

Let’s avoid going to the barricades quickly and try to understand each other.

Want to be an efficient AND inclusive leader? Visit the Group Leadership Programs page or here is the INDIVIDUAL version!