Especially in a time of crisis, leaders should have a collective rather than individualistic approach and be willing to ask for help, even if it means going outside of their cultural comfort zone.
If we are to train leaders to be inclusive, we need to know what makes people feel included. And it comes down to the most important human drive: to be a unique self while belonging to a group.
Creating a more diverse workforce is a major initiative for many organizations. Training departments are working hard to train leaders. But some leaders might be afraid that creating more diverse teams is a change to successful business practices.
Whether conscious or unconscious, everyone has bias. To say otherwise is to ignore the brain’s innate tendency to make connections and “fill in the blanks” based on previous experiences or perspectives to come to faster conclusions.
Unconscious bias training is grounded in a commitment to the advantages of workforce diversity, which include fostering increased creativity, enhancing teamwork, and achieving exemplary customer service and community relations.
The good news is that many organizations today understand the importance of diversity, equity and inclusion. However, many organizations still struggle to improve their diversity and inclusion. Personality assessments can help.
In theory, diversity and inclusion should be simple: Create a culture that embraces differences and welcomes a diverse workforce that can thrive. However, diversity training is often ineffective due to oversimplification of the issue.
To address unintentional bias, we need to foster intentional behaviors that create change. Here are strategies, informed by clinical psychology, that both men and women can put it into practice every day to create a more equal working environment.