Prioritizing inclusion on your team

- Research consistently shows us that diverse teams have a competitive advantage but diversity alone isn't enough. It's also about whether or not the team is inclusive. If you're leading a team, you can take their performance to the next level by establishing a culture of inclusivity. But what exactly is inclusion? According to the Society of Human Resources Managers, inclusion is the achievement of a work environment in which all individuals are treated fairly and respectfully and have equal access to opportunities and resources and can contribute fully to the organization's success. So how does one make a team inclusive? Well, when was the last time you really felt included? Chances are it's much easier to think of an example of a time when you felt excluded. For whatever reason you felt devalued or like an outsider from the group. Those memories stand out to us much more than the times when we're included. Teams suffer when members feel excluded. Research indicates that employees who report feeling singled out for being different have lower levels of engagement, overall morale and performance. And on top of all of that, they're more likely to leave their position. Minimizing these feelings is an important responsibility you're taking on in leading an inclusive team. While closely related, diversity shouldn't be mistaken for inclusion, they aren't the same. You can have diversity without inclusion and vice versa. According to an article in the Harvard Business Review, diversity is being invited to the party. Inclusion is being asked to dance and equality is being a part of the planning committee. The bottom line is leaders of a high functioning team proactively work to make their teams inclusive, where each teammate feels comfortable bringing their true self to the office without the risk of being treated like an outsider. Inclusive leaders show they value the unique set of characteristics and experiences each person brings to the team. As the team leader, it's up to you to set this tone by demonstrating you value each person, even those who may be different in some way. You're also encouraging each person to be their authentic self. And guess what? We're best at being ourselves. You're the best version of you and I'm the best version of me. And both of us will struggle if we try to be each other. But if you are valued for who you are and I'm valued for who I am, we can both be comfortable being ourselves and bringing our best energy to our work together. High performing teams have a culture of inclusion. To get the benefits of a diverse team, you have to start by valuing the unique people on your team. This will give your team an edge above the rest.