Management teams and organizations that prioritize inclusion attract better talent and perform better. Dozens of studies have demonstrated that more-diverse teams make better decisions than less-diverse teams.
4 Ways Managers Can Be More Inclusive
Dozens of studies have demonstrated that more diverse teams make better decisions than less diverse teams. Many leaders know this, but still struggle with making the day-to-day work more inclusive. Managers can follow four key practices to truly become inclusive leaders and, not coincidentally, build high-performance, innovative, high growth businesses. First, hire for talent, not a resume. Inclusive recognize that the best candidates might well be “unorthodox” hires. It’s not about lowering standards, but recognizing that many traditional standards – like prestigious but unpaid internships – are markers of privilege, not talent. Second, unleash everyone’s creativity. Invite team members at all levels to contribute their own original thinking—indeed require it. Third, use opportunity as your primary development tool. Rather than waiting for employees to prove themselves before they get real responsibility, give them plum assignments they can learn from. Finally, foster competition and collaboration at the same time. By being both intensive and nurturing, this kind of culture fosters an “us against the world” mentality that drives high performance and inclusiveness.