Developing Inclusive Leadership: Why Managers Are Key to DEI Efforts

Diversity, equity, and inclusion (DEI) are critical to a healthy, thriving organization. While most businesses have introduced DEI initiatives into their workplaces, many fail to incorporate them.

For most companies, effective DEI initiatives begin with management. When managers have had the right diversity training, understand the importance of inclusion, and know how to look for and address inequity, they can teach the rest of the workplace to follow their lead. Read on to learn about the importance of DEI training for managers and developing inclusive leadership.

Why Managers Are Essential to Diversity, Equity, and Inclusion

Ideally, it's up to everyone in the office to maintain equity and inclusion, but much of the work starts with management. Employees look to managers for leadership, inspiration, and expectations, so if a manager doesn't put their foot down on certain workplace practices, it's possible no one else will either. Even if a diversity issue is apparent to the rest of the organization, employees may not bring it up if they don't believe management will take the problem seriously. 

Inclusive leadership makes employees feel safe and heard and generally yields better performances. Inclusive leaders are open to hearing the voices of everyone in the office and invite others to share their opinions. In doing so, these leaders improve how information is shared. Additionally, they make the workplace more interpersonal and give a direct line of communication when problems arise. 

Many larger organizations have created new leadership positions, such as chief diversity officers (CDOs) and Vice Presidents of DEI, that focus specifically on diversity and inclusion within the workplace. While these dedicated positions may not be essential for every organization, having leadership prioritize diversity, equity, and inclusion influences others to prioritize them too. 

How to Develop Inclusive Managers and Leaders

Developing managers to be DEI-focused is crucial for every organization's future. Unfortunately, problems like unconscious biases, defensiveness, and lack of accountability may prevent some professionals from genuinely listening. Going about your DEI training for managers in an understanding yet informative way will help your managers and overall organization grow to their truest potential. 

Focus on Growth Instead of Blame

One of the most dangerous misconceptions regarding diversity and inclusion is that excluding others is always intentional and conscious. While it's unfortunately true that some managers do intentionally stand against diversity, many professions are simply unaware of their unconscious biases. Unconscious biases are assumptions, stereotypes, and implicit thoughts about certain groups of people that exist outside our conscious awareness and negatively impact many workplaces. 

For the best possible growth, it's important to address these biases gently and understandingly. Most managers don't want to believe they're contributing to inequality. Therefore, providing managers with the proper awareness, lessons, and opportunities for change without blaming them or implying any conscious intention may help them recognize where they fall short. Managers can then bring this mindset to the rest of the team. 

DEI Training for Managers

While mentioning diversity training is often met with groans within the office, it's essential to maintaining DEI throughout the workplace, especially for management. Experienced diversity trainers and educators go above and beyond to make training appealing so people will listen, which is great for teaching managers how to address DEI initiatives in the workplace. 

Many professionals instinctively get defensive on topics of diversity and inclusion, which may be tied to their unconscious biases. Dedicated diversity trainers know how to phrase discussions and lectures without instilling defensiveness, which is critical for learning and helping people acknowledge their biases and growth. 

Establish Accountability

It's up to management to communicate to colleagues DEI initiatives and expectations both verbally and in practice. On top of this, managers must go above and beyond to ensure equity throughout the workplace. One prominent example of this is pay. As of 2022, women only earn 82%–93% of what men earn, on average. Most employees don't have access to what others are being paid or have the ability to change things, but many managers do. 

Leaders should ensure equity and inclusion across the board, including pay, hiring, workplace treatment, promotion opportunities, and everything in between. While it's easy to assume everything is equitable, managers and leaders should regularly triple-check to ensure no one is excluded. Managers who aren't made aware that this is part of their job may leave problems unchecked.

Ensuring Inclusive Leadership Within Your Organization

Every leadership style is different. With proper DEI training, even the most headstrong managers should understand why changing their style and promoting workplace equity are so important. At iHire, our diversity and inclusion resources can help you assemble the best DEI initiatives for your organization's needs.