2. Leading with Inclusivity: Embracing Diversity and Fostering Belonging

Picture a team meeting where the leader goes out of their way to ask opinions from everyone, especially from those who might not usually speak up. They create an environment where it's safe to share thoughts and ideas, even if they're a bit out of the box. Inclusive leaders also make sure that everyone has the tools and support they need to succeed, often checking for understanding and inviting questions. If someone is struggling, they don't just leave them to figure it out alone. They'll offer help, whether it's extra training, resources, or just a bit of encouragement.

Now, picture a team meeting with a leader who's very authoritative, dominates the conversation, and shoots down suggestions when they're made. Maybe this leader even favors certain team members while disregarding others. They use jargon and complex terms without checking to see if everyone is following, and when someone asks for clarification, they give a quick, vague answer and move on, leaving some team members confused and frustrated.

Which team would you rather be a part of? Inclusive leadership refers to an approach that fosters a work environment where individuals from diverse backgrounds, perspectives, and experiences feel valued, respected, included, and work together to create a high-quality program. An inclusive leader recognizes and appreciates the unique contributions of each team member and actively seeks to create a culture of belonging.

So, what exactly does it mean to be an inclusive and equitable leader? Of course, this could look different for different people and programs based on our culture, values, and upbringing. At the Herring Center, we believe that inclusive leadership involves these things: prioritizing collaboration and relationships, valuing diversity, creating inclusive environments for staff, and focusing on program improvement.

Let's look at each item in more detail. We believe that relationships are at the heart of our work and that inclusive leaders start by creating meaningful relationships with all team members. All members must feel valued by their organization, and leaders demonstrate this through interactions with staff. Leaders should recognize, celebrate, and give positive feedback for the great work the team is doing. This creates a positive workplace culture and climate and helps everyone feel like they're making a difference for children and families.

And, of course, communication is a huge part of relationships. Inclusive leaders also must ensure that communication is clear, transparent, and accessible to everyone. Remember our example of the poor, non-inclusive leader earlier? They didn't create opportunities for open communication and even used language that wasn't accessible for everyone. There should be open dialogue between leaders and team members where leaders actively listen to the diverse range of perspectives shared by staff and are authentically curious about what others think. Leaders must create time and allocate resources so team members can build relationships and collaborate with one another.

In our experience, this is often an overlooked part of inclusive leadership. Inclusive environments require a range of different perspectives and expertise, and teams must have time to collaborate. This might include protected time for team meetings, time for staff to connect with families, or other necessary meetings with other professionals.

First off, diversity brings a wealth of different perspectives. Imagine trying to solve a puzzle with only one type of piece. It wouldn't work, right? In the same way, having a team made up of people with diverse backgrounds, experiences, and viewpoints means you get a broader range of ideas and solutions. This can lead to better collaboration with different children and families, and better representation of different cultures, perspectives, and viewpoints. When leaders value diversity, they also create a more inclusive and welcoming environment. People are more likely to feel comfortable and be themselves when they know their unique contributions are appreciated.

When everyone feels like they belong and their perspective matters, they're more likely to be engaged and committed to their work. Moreover, diverse teams can better reflect and understand the needs of a diverse community or group of learners. Think about it: if your team includes people from different backgrounds, they can offer insights into what different groups of people and families might want or need. This helps the program connect with and serve its community more effectively.

Another critical part of inclusive leadership is creating an environment where everyone feels welcome and comfortable. Of course, leaders must know their staff well to do this. This includes the physical spaces: is the space easily and comfortably accessible for all? Do staff members need a quiet and calm space to take a break? Is there a place for staff to put their belongings? Do they see themselves represented in positive ways? Does the environment enable them to do their jobs effectively?

Creating inclusive environments also ensures staff members can access necessary information in a variety of ways. This could include providing information via a written handbook or a narrated presentation, and ensuring there are multiple ways to access program information, such as in-person meetings with electronic notes that can be reviewed later. We have to remember there are many ways to learn new information, and a one-size-fits-all approach is never the most inclusive or effective.

Finally, inclusive leaders are committed to continuous program improvement, learning, and feedback. They stay informed about diversity, equity, and inclusion issues and are committed to addressing and responding to new information in inclusive ways. Soliciting feedback from their team and community is an ongoing process, and this information helps inclusive leaders improve their program and work towards improving things for everyone.

We've included an example climate survey in our related resources for this module. Leaders of any program need to understand what's working well and where improvements are needed. By focusing on staff members' experiences with equity, inclusion, and belonging, and then making changes to enhance these aspects, leaders demonstrate true inclusivity.

So, in a nutshell, inclusive leadership is about making sure everyone feels like they belong and can contribute their best. It's about being open, supportive, and proactive in creating a space where diversity isn't just accepted but celebrated. And the best part? This approach doesn't just benefit the team—it makes the whole organization stronger.