Essay Example on Leadership: Striking a Balance of Inclusivity in the Workplace

Introduction

The leadership in a workplace is responsible for ensuring that the workplaces are inclusive and sensitive to the needs of all the members of the workforce. The leadership should, therefore, ensure that they strike a balance of Inclusivity in the workplace through undertaking some essential steps. First, the leadership should ensure that they get rid of any biases that may be existing in the organization, even when it is subtle. Therefore, the leadership should ensure that they have not assigned any jobs to employees based on the assumptions of their races being associated with the job assignments (Bourne, 2019). Instead, the leadership should assign jobs and tasks based on the merit of the person being assigned the jobs. Secondly, the leadership of an organization can ensure that there is Inclusivity through offering training and also undertaking the training themselves on the importance of Inclusivity in the society and workplaces, hence fostering the practice of Inclusivity in the given Workplace.

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Leadership in the Workplace

Leadership in the workplace can also encourage Inclusion in the workplace through recognition of all holidays and giving the people concerned the days off from work. This way, the groups of people who are celebrating the said holidays will feel recognized, honored, and included in the organization's operations, hence motivating them to work even harder in their duties. The leadership of organizations can also foster inclusivity through mixing up the teams tasked with executing different duties in the organization so that at all times, the teams are inclusive of the different groups of people represented in the organization.

The leadership can also undertake deliberate measures through which they can decide to empower the minority groups represented in the organizations that they are in charge of so that they give some slots of leadership to the minorities. This includes setting aside some leadership positions for women, generally, women of color, people of color, and also the disabled who are in the organization. In some instances, the youth in the organization may also be considered to be a minority in the organization. Therefore they should be given some slots in the organization so that the organization can achieve a point of Inclusivity (Martinez-Acosta & Favero, 2018). Additionally, the leadership can create an environment whereby the employees feel included in the organization's activities and that they can approach the leadership in case they ever feel left out, ignored, or offended by the company practices in place. This openness will create an environment whereby the people in the organization will feel included in company policies and practices, therefore increasing the feelings of loyalty and motivation.

Importance of Inclusivity in Organizations

When a workplace is accepting of all the employees, their backgrounds, and heritages, the employees will feel accepted. Therefore they will be more likely to work with satisfaction with their jobs, and they will also enjoy working for the said organization. It is also through Inclusion in the workplaces that employees feel motivated and work harder towards helping the organizations concerned to achieve their organizational goals. Through Inclusion, the employees in the said organization feel like they belong to the organizations in place. Therefore they will not hold back from providing their best services and efforts towards the organization, which translates into improved organizational performance, which ultimately means that the organizations will enjoy increased profits due to the employees' improved efforts (Zohar, 2019). On the same note, employees who feel included in an organization's plan will work to be motivated to give their best, and in the process, provide the organization with the best outcomes in their endeavors.

Additionally, organizations that undertake Inclusion in their business practices can attract and retain the best talents in the market. When an organization is known to be an inclusive one, the organization in question can attract the most talented individuals to fill the vacant positions in their organizations whenever they need to hire. This way, the organizations can stay ahead of their competitions by having top-notch employees. They help them to overcome any challenges that they face in their endeavors and provide them with ideas that help them to advance towards achieving their organizational goals (Benda et al., 2018). Also, when employees in an organization feel included, they will most likely opt to remain in the organization where they are recognized than move to others where they will be ignored and mistreated.

Conclusion

Furthermore, inclusive organizations get to enjoy the benefit of avoiding unnecessary lawsuits that come with the lack of Inclusion and bias in the workplace. Minorities have the right to sue their employers whenever they are not treated as equally as the other groups represented in the workplace, and when the organizations practice Inclusion, the possibility of avoiding such instance is increased (Benda et al., 2018). Through Inclusion, organizations can develop a positive public perception, which helps in drawing customers towards the organization. When the public recognizes a business to be inclusive, then they will be most likely to buy from them, hence increasing the profits achieved in the said organization.

References

Benda, N. C., Montague, E., & Valdez, R. S. (2020). Design for Inclusivity. In Design for Health (pp. 305-322). Academic Press.

Bourne, D. (2019). Inclusivity, privilege, and bias.

Martinez-Acosta, V. G., & Favero, C. B. (2018). A discussion of diversity and Inclusivity at the institutional level: The need for a strategic plan. Journal of Undergraduate Neuroscience Education, 16(3), A252.

Zohar, G. (2019). Institutionalization of the OECD Grand-Narrative of Inclusivity (1983-2012). Qualitative Research in Organizations and Management: An International Journal.