Serving as Chevron’s Chief Diversity and Inclusion Officer has undoubtedly been one of the most challenging and rewarding responsibilities I have ever taken on. I have learned several lessons along the way, and here are some important tips for future leaders in building a culture of inclusion that fuels innovation and empowers people and teams to thrive.
Keep an open mind and find new ways to inspire the workforce
Leaders must adapt and adopt new mindsets and skills to inspire their immediate team and their organization overall. The command-and-control leadership style that was previously a standard in the c-suite would invariably lead to a toxic work culture that bred anxiety and fear among employees. An increasing number of leaders are realizing that finding new ways to inspire their workforce is a critical part of building an inclusive culture that brings out the best of their talent and inspires innovation and ingenuity.
Embrace humility and understand privilege
The word “privilege” can be incredibly polarizing – especially in D&I. Privilege comes in many different forms including race, gender, wealth, physical fitness, safety, educational attainment, and height. However, those of us who have those things are usually unaware of the associated power and influence. Privilege transcends society, and we have to look at all aspects of what privilege is. As leaders we have to be in the service of our teams to help them achieve and perform to their highest levels. And that means being genuine, being humble and leading with grace.
Foster an inclusive culture
One of the most important responsibilities as a leader is to provide the kind of environment and support that your people need to be their best. Innovation needed for future success requires two critical factors: A diverse set of views, ideas and experiences, and an inclusive environment where people can bring their best selves to work each day. Innovation does not flourish when everyone agrees. Being an inclusive leader means inspiring teams with varied viewpoints, ideas and perspectives to spark innovation and creative solutions. It also means awareness of our own biases and understanding the headwinds others may face on an everyday basis.
Lead with empathy and promote authenticity and psychological safety
To build trust and promote authenticity, we have to consider the feelings of our colleagues and understand that each employee may be facing unique challenges, such as caring for family members or dealing with their own emotional well -being.
Being transparent and having a people-first approach helps create a culture that inspires and innovates. That is a huge benefit in a psychologically safe environment. It is imperative to foster a culture where all people, no matter race, gender, orientation, or abilities, are fully valued. This means discriminatory behavior and microaggressions – such as everyday verbal or nonverbal slights, snubs, or insults that convey derogatory messages – must not be tolerated.
Creating safe spaces enable more and more open, authentic, and honest discussions. There are microaggressions that take place on a daily basis that many colleagues may be unaware of. We need to ensure that people become aware of these microaggressions if we are to create the culture that truly enables us to be our best selves every day.
Don’t forget self-care
Prioritizing well-being and self-care is critical to inclusive leadership in this new era of work. Failing to take breaks and identify ways to relax will undoubtedly lead to burnout and other negative effects. Find new hobbies that provide a healthy outlet and commit to carving out time on a frequent basis to unwind and do something for yourself.
Empowering people to reach their full potential is foundational to fueling the innovations for future business success. Adopting strong, inclusive leadership skills that promotes belonging and understanding will help ensure that success.
