Apply an equity and inclusion lens in decision-making

- Have you ever watched a small child try on their first pair of glasses? Especially if the child was very young, they might not have been fundamentally aware that anything was wrong with their vision to begin with. A world that was fuzzy and blurry was normal to them, but as soon as they look at the world through corrective lenses for the first time, everything comes into focus. Now, let's relate that to the workplace. Many companies are actively working to improve the employee experience, striving to create a fair and inclusive environment where all workers can contribute and thrive. To meet this challenge, a paradigm shift is necessary, one that applies an equity lens and an inclusive mindset throughout every stage of the employee lifecycle. An equity lens involves viewing policies, practices, and decisions through a perspective of fairness and impartiality, placing special consideration on the unique needs and circumstances of different individuals or groups. An inclusive mindset entails fostering an environment where every individual feels valued, respected, and able to contribute their best. Utilizing both an equity lens and an inclusive behavior can have a positive impact on both leaders and their teams in these five ways. Organizational culture. Leaders play a pivotal role in shaping organizational culture. An equity lens and inclusive mindset contribute to the creation of a positive and inclusive work environment. Creativity and innovation. Diverse teams bring together a variety of perspectives, experiences, and ideas. Leaders who apply an equity lens promote an inclusive environment that encourages open dialogue and ongoing learning, collaboration, and fosters creativity and innovation. Decision-making. Leadership decisions significantly impact an organization's trajectory. Leaders should ensure that their decisions are fair, transparent, and considerate of the varying factors that may influence outcomes. Sense of belonging. An equity lens and inclusive mindset contribute to a workplace culture where every employee feels a sense of belonging. This sense of belonging is crucial for employee engagement, retention, and overall job satisfaction. And well-being. Leaders who prioritize equity and inclusion contribute to the wellbeing of their employees. By recognizing and addressing factors that may disproportionately affect certain groups, leaders create a supportive environment that values the holistic wellbeing of all team members. Additionally, in your everyday interactions as a leader, ask yourself the following questions. When I interact with people, especially those who are different from me, what assumptions or biases do I hold that might get in the way of how I work with them? Do I mitigate stereotypes and biases so I can see the individual in addition to their group identities? Am I able to respect our differences while appreciating what we have in common? Do I actively recognize their contributions? Do I lead by example? Is this decision equitable for all individuals or groups involved? How might this decision impact individuals differently based on their diverse backgrounds and experiences? Have I considered the potential unintended consequences of this decision on different groups within the organization? I've included a full list of questions like this in the exercise files. Please access them and commit to applying an equity and inclusive lens in your everyday interactions as a leader. This concludes this chapter on skills and competencies for inclusive leadership. I hope you learned a lot and committed yourself to taking action. The final chapter, we'll share some lessons, pitfalls, and challenges from real inclusive leaders, so join me there.