You might think you are inclusive and open minded, but how inclusive are you really?
We tend to gravitate to people that are like us (it’s just human nature) but being more inclusive in all ways really does enrich our lives and creates stronger teams.
With business entering the digital world, we need to start looking into being more inclusive and consider alternate populations to begin hiring from.
Sure there are people of different skin colors or sexes (those are the easy ones to see), but what about individuals with physical disabilities or people from the autistic population. What about people who are significantly older or younger than you. Please is a different stage of life and need a more flexible or remote work schedule.
In general, people that are different from you. But hey, aren’t we all a little different, weird or quirky in our own way?
Sometimes to tackle challenges and touch situations, a different point of view can be highly beneficial. In fact, a lot of research shows that the best performing teams are those that are most diverse.
After all, “we cannot solve our problems with the same thinking we used when we created them.” – Albert Einstein
As a leader, you can’t be like everyone else. You have to be more intentional and more inclusive in everything you do and say.
Not only can you reach out and bring in employees from different walks of life, but you can also look into how to treat your employees equitably. For some employees a flexible schedule would be helpful, or perhaps a cafeteria type benefits plan may work better for your employee base.
Bottom line, treating everyone the same is probably not equitable.
Julie Thompson joins me on this week’s Jamming with Jason podcast to discuss positive ways that organizations can change for the better, by being more diverse and inclusive!
Check it out at: https://www.jasonmefford.com/jammingwithjason186/
As you listen to the episode, as yourself “What can you do this week to be more accepting and more inclusive as a leader?”
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