Do evolutionary leaders speak up or stay silent when bias rears its ugly head? Here are three things NOT to do, and purposeful actions to take instead:
Don’t ignore bias. Instead, give permission to address it directly.
Avoiding difficult conversations, pretending you didn’t see something, or sweeping issues under the rug is counterproductive. Instead, cultivate a culture where leaders and employees feel comfortable raising concerns.
You can do this by clearly communicating expectations around reporting bias and discrimination, implementing anonymous reporting mechanisms when appropriate, and training employees on how to respectfully and productively raise concerns. Leaders must demonstrate a commitment to addressing bias and exclusion by openly discussing these issues and taking action when concerns are raised.
Don’t fuel tension. Instead, think about how you can promote agreements.
Engaging in gossip, spreading rumors, or escalating conflicts unnecessarily can exacerbate the situation. Instead, focus on finding constructive solutions and fostering understanding.
You can also facilitate open and honest dialogue between individuals involved, focusing on active listening and empathy. Consider mediation or other conflict resolution processes to help parties reach a mutually agreeable resolution. And whenever possible, prioritize restorative justice approaches that focus on repairing harm and building relationships.
Don’t chase goals without thinking about the impact of bias. Instead, consider what consequences and impacts are in play if nothing changes.
Prioritizing short-term goals and profits over long-term ethical considerations is detrimental to both employees and the organization’s long-term success. Instead, regularly evaluate the effectiveness of inclusion initiatives through data collection and analysis of employee experiences, including instances of bias and discrimination.
Hold leaders accountable for creating and maintaining an inclusive workplace by providing development opportunities that equip leaders with the knowledge and skills to effectively respond to bias in the workplace. Integrate an inclusion lens into all business decisions, ensuring that the potential impact on every day processes is positive.
