For over 10 years, Naureen Aziz-Wani has been developing and implementing knowledge and communication strategies to drive business outcomes at the World Bank. She also has worked for the Regional Office of the World Health Organization and helped establish the virtual collaboration strategy to facilitate learning and knowledge flows across the organization.
Have you ever felt unheard or undervalued at work? Did you experience or notice a perception win over the reality of your own or someone's capabilities? Maybe you were unfairly evaluated for your performance or didn't get the right opportunity? How open was your work environment to raise concerns, and were there unintended consequences?
Every day we see initiatives and programs being launched and celebrated to improve Diversity, Equity, and Inclusion (DEI) across organizations. Over the past year, we have seen an increased focus, renewed efforts, and commitment from leaders prioritizing DEI principles as part of the organizational strategic plans and incorporating them into ways of working. According to LinkedIn data, hiring for all levels of DEI professionals increased more than 90% over last year.
But how are these efforts working on the ground and helping create an inclusive culture? A Forbes 2021 survey across respondents in corporate America reported that up to 53% of respondents don't believe that their employer is meeting its DEI goals.
While executive leaders commit to creating an inclusive culture, they have little to no involvement in the day-to-day functioning of teams. On the other hand, middle managers have a significant role in connecting with their employees, shaping workplace environments, and influencing employee experiences across their departments.
Managers who foster inclusive team dynamics encourage their employees to ask tough questions, share their insights, and build on each other's ideas. They leverage different perspectives, skills, experiences, and backgrounds that help teams work together more effectively. Positive team dynamics, in turn, create a safe space where everyone feels valued and has a sense of belonging.
Inclusive team dynamics – bright spots vs. red flags
Let's see a few simple examples of how an inclusive culture plays out in team dynamics. You can expect to see behaviors such as:
Now, let's switch gears and see what behaviors team members may exhibit when an inclusive climate is weak or absent.
When managers fail to note the red flags and set standards for what is acceptable and what is not, it further marginalizes and disengages those who feel excluded, unheard, and undervalued. In addition, failure to lead by example impacts team morale, perception of inclusion, trust, and productivity.
How middle managers can help foster a truly inclusive climate
Moving from counting diversity numbers to fostering an inclusive climate takes a deliberate, focused, and proactive approach. Here are three things that middle managers can start within their teams:
- Setting standards of conduct – Prioritize discussions of what inclusion means and the behaviors to reward and penalize. Inclusively do this, setting aside inherent biases and assumptions, ensuring everyone is heard and owns a shared understanding.
- Ensuring accountability – Make a conscious effort to create transparency and accountability for everyone, including themselves.
- Defining measurable goals - Launching several "feel good" initiatives without knowing what to measure will not deliver real impact. Be sure to communicate tangible outcomes and progress.
While managers must prioritize and reinforce inclusion in how people treat, work, and engage in daily interactions, everyone can be proactive by observing, questioning, celebrating, and continuously improving. Inclusive teams constantly nurture positive team dynamics, where every member personally commits to and feels a responsibility to uphold the values. Think about:
- How is inclusion understood and practiced in your team's daily interactions?
- Who are the advocates and allies driving inclusion?
- When was the last time you called out bias?
- What limiting behaviors do you know about yourself?
- What can you do differently?
Inclusive team dynamics ensure team members have a fair chance to utilize their expertise and skills, are engaged, and feel valued. The good news is that there is enough evidence to show that when people are engaged and valued, they perform better and boost team performance. Offering ongoing opportunities for reaction, reflection, conversation, impact, and advancement creates an environment where employees thrive and drive their organization's strategic goals.
The views expressed are those of the author and do not necessarily represent the views of any other person or entity.
