{"id":4027,"date":"2021-03-15T07:51:40","date_gmt":"2021-03-15T07:51:40","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=4027"},"modified":"2021-03-31T19:26:34","modified_gmt":"2021-03-31T18:26:34","slug":"experts-provide-6-ways-leaders-can-actively-lift-inclusion-barriers","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/experts-provide-6-ways-leaders-can-actively-lift-inclusion-barriers","title":{"rendered":"Experts Provide 6 ways Leaders can Actively Lift Inclusion Barriers"},"content":{"rendered":"

News Release<\/p>\n

Two barriers leaders currently face \u2013 prioritisation and recognising privilege<\/b><\/span><\/p>\n

\u201cYou either care about people or you don\u2019t, but you can\u2019t fake it, and in turn, inclusive leadership starts with recognising the value of individuals\u201d says Gharry Eccles, Vice President of Cereal Partners at Nestle. \u201cIf leaders don\u2019t value individuals, become culturally aware and listen more, they won\u2019t overcome the barriers to their inclusion efforts. Inclusion and belonging are personal feelings which means people won\u2019t articulate their thoughts if they aren\u2019t asked\u201d.<\/span><\/p>\n

Matt Stephens, founder of Inpulse<\/span><\/a>, the employee wellbeing survey experts, agrees. Research from Inpulse shows that 25% of employees do not feel like they can be themselves at work and 33% don\u2019t believe their company takes D&I seriously. <\/span><\/p>\n

According to Stephens, an inclusive culture is one in which a mix of people can go to work, feel confident in being themselves and work in a way that suits them to effectively deliver company needs. He asserts that to make this happen, it\u2019s essential for leaders to address their own shortcomings in supporting employees to feel comfortable at work.<\/span><\/p>\n

In the Inpulse webinar about Inclusion, Stephens identified two particular barriers that leaders currently face in improving an inclusive culture at work:<\/span><\/p>\n

Not prioritising inclusion above other focuses<\/b><\/span><\/p>\n

In the period we\u2019re in now, it\u2019s not that people don\u2019t want to focus on inclusion, it\u2019s that other things get in the way. With so much change – redundancies, remote working, return to work and home schooling – inclusion can fall into the trap of becoming more to do with spreadsheets, hitting targets and meeting the numbers. Leaders need to support inclusion initiatives in a humane way that still values people.<\/span><\/p>\n

Being unable to recognise privilege <\/b><\/span><\/p>\n

Sometimes in the corporate world, where leadership teams aren\u2019t currently as diverse as they should be, they may struggle to recognise their own privilege. They may think they\u2019re aware of the experiences others are facing but, in truth, their own understandings of the workplace don\u2019t reflect the experiences of their employees. Becoming aware of your own privilege and recognising the real life encounters of others are essential in creating a workplace culture that nurtures the broader needs of a team.<\/span><\/p>\n

Here are the 6 key steps that Gharry Eccles and Matt Stephens have identified, helping leaders to address the inclusion barriers in the workplace:<\/b><\/span><\/h2>\n

1. <\/span>It starts with the top<\/span><\/h2>\n

Leaders should be encouraged to walk the talk and model the behaviours they want to see in their team. Though inclusion is a step that all employees must participate in to help create the right culture, if senior leaders aren\u2019t encouraging inclusivity in communications and actions, middle management and those beyond won\u2019t embrace it either.<\/span><\/p>\n

2. Being genuine is essential<\/span><\/h2>\n

According to Gharry Eccles:<\/span><\/p>\n

\u201cYou either care about people or you don\u2019t but you can\u2019t fake it\u201d. <\/span><\/p>\n

Organisations must show genuine concern for the welfare of their employees. Inclusion efforts can\u2019t merely be about hitting targets. Instead, understanding the value of people should come first and then this should be championed by setting goals and standards.
\n<\/span><\/p>\n

3. Connect hearts and minds: add the human element back into inclusion<\/span><\/h2>\n

Because of remote work, the pandemic has exposed the home lives of leaders, uncovering their human side which has broken down typical hierarchical barriers. Leaders have spoken about their personal experiences – their struggles, their mental health concerns – and it\u2019s become acceptable for others to open up too. According to Gharry, when leaders show these vulnerabilities and human imperfections, it creates a wave of sharing, providing an inclusive place to talk. Adding the human back into inclusive leadership is key.
\n<\/span><\/p>\n

4. Get everyone on board<\/span><\/h2>\n

When thinking about inclusion, it\u2019s possible that not all members of the workforce will feel it\u2019s an effort that\u2019s connected to them. Some groups may not understand the role they can play in helping others feel included or the benefits that they themselves would feel from a more inclusive environment. It\u2019s important that leaders make an effort to open up the conversation with these people, by linking the conversation to mental health, wellbeing or workplace safety – any inclusion topic that will resonate with them and create a lightbulb moment where someone realises \u2018yes, this is about me\u2019.
\n<\/span><\/p>\n

5. Actively find new perspectives<\/span><\/h2>\n

It\u2019s vital that leaders consider all perspectives and educate themselves on varying experiences to be an ally to all employees. <\/span>Creating opportunities such as reverse mentoring in which grad scheme members, for example, pair up with senior leadership to provide a fresh perspective and open their minds to new ideas. <\/span><\/p>\n

6. Go back to basics<\/span><\/h2>\n

Gharry Eccles stresses the importance of creating a \u2018listening environment\u2019. Whether it\u2019s by opening up conversations, using employee listening surveys or holding focus groups, leaders must be prepared to find ways to regularly hear the needs and thoughts of their staff. Action has to be based on what employees are saying.<\/span><\/p>\n

Gharry Eccles, summarises:<\/span><\/p>\n

\u201cWhen leaders are able to create a listening environment and get to a deeper level of understanding, they have the ability to ask \u2018what more can be done?\u2019. It gives them the awareness and the capacity to take inclusion efforts from acceptance to acceleration.\u201d<\/span><\/p>\n

For media enquiries contact:<\/b> Kay Phelps, PRinHR, Email: kay.phelps@PRinHR.co.uk<\/span><\/a> +44 (0) 7710 043244.<\/span><\/p>\n

About Inpulse<\/span><\/a><\/span><\/p>\n

Inpulse<\/a><\/span> provides real-time emotion-driven employee insights that improve engagement to help increase the performance of a company. The Inpulse team provides support including analysis of data to provided unbiased perspective to decision-makers. T: +44 (0) 1582 818343; tellmemore@questagency.co.uk<\/span><\/a><\/span>.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

News Release Two barriers leaders currently face \u2013 prioritisation and recognising privilege \u201cYou either care about people or you don\u2019t, but you can\u2019t fake it,…<\/p>\n","protected":false},"author":2,"featured_media":5376,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[20,8],"tags":[],"class_list":["post-4027","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-and-inclusion","category-press-release"],"acf":[],"yoast_head":"\nInpulse Blog \u2013 Employee Engagement Software<\/title>\n<meta name=\"description\" content=\"\u201cYou either care about people or you don\u2019t, but you can\u2019t fake it, and in turn, inclusive leadership starts with recognising the value of individuals.\u201d\" \/>\n<meta name=\"robots\" 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