Find out how organizations and leaders can promote diversity, equity and inclusion to reap the rewards of a collaborate, diverse, equal and inclusive culture.
– 6 mins read –
An authentic diversity, equity and inclusion (DEI) strategy is no longer a “nice to have” for organizations, it is imperative for their future success. Yet a recent study conducted by Harvard Business Review found that 78% of employees said organizations lack DEI in leadership positions. Furthermore, according to recent research conducted by Deloitte, 74% of millennials believe organizations are more innovative when they have a DEI culture. With the “war for talent” raging and the “Great Resignation” continuing, can any organization afford not to take notice of this important aspect of culture development? What if the answer lay in developing an interdependent culture in your organization?
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What is an interdependent culture?
An interdependent culture has diversity, equity and inclusion built in – it means there is a collective and collaborative mindset supported by emotionally intelligent leaders. In interdependent cultures there is high awareness and responsibility for self and others. There is a strong coaching culture and teams feel a strong sense of ownership for high performance and believe this can only be achieved by the group. People engage with others to understand diverse viewpoints and display high levels of trust, care and collaboration. There is continual authentic communication and feedback, which in turn creates a “collective potential” mentality. We believe these are all attributes that enable teams to thrive no matter who they are.
By developing an interdependent culture you can unlock the full potential of your whole organization and there is no room for discrimination.
“Leaders for the future need to have values and vision and to be authentic and agile, aligned and on purpose”
Sir John Whitmore
Adopt the Inner Game mindset to support your DEI strategy
Exploring the Inner Game formula raises awareness of behaviours that interfere with your organization’s ability to learn and perform. Leaders and managers need to look beyond someone’s past performance, education, degree etc. They must look for and believe in human potential and the value each person can bring with no limitations. An interdependent leader only sees the potential and tries to reduce any sort of interferences to make sure their team can maximize their performance.
Organizational leaders set the tone for everybody. As studies by the Hay Group show, leaders have the greatest influence on an organizations’ culture from top to bottom. Therefore, leaders need to hold themselves accountable to make sure that they promote DEI in their working cultures. By adopting and interdependent mindset (see The Performance Curve), leaders truly believe “they can be successful together” with their team, and look beyond their sex, gender, religion, ethnicity etc. To reap the reward of a collaborative, diverse, equal and inclusive culture, leaders need to believe truly in every human’s potential, and accept each person for who they are.
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