Inclusion Infusions: Diversity Fear and Courage

Posted on Friday, November 22nd, 2019

This week I’m going to again invite you to be self-reflective on the traits of an inclusive leader, and invite you to overcome fear and embrace the courage required for developing your skills as an inclusive leader. To remind you, Deliotte research has identified six traits that distinguish inclusive leaders from others. Let’s focus on 6. Courage – Inclusive leaders are humble about their own capabilities and invite contributions by others. This also means putting personal interests aside to achieve what needs to be done; acting on convictions and principles even when it requires personal risk-taking. Inclusive leaders have the courage to speak out about themselves and to reveal, in a very personal way, their own limitations.*

However, to be courageous in this way also takes some willingness to work though fear. Last week, Daisy Auger-Dominguez shared in HBR a practical article on ‘Getting Over Your Fear of Talking About Diversity’. Here are two practical and accessible things you can do today to be more courageous and stare fear in the face:

1 – Ask Better Questions. Use the skills you already have as a leader, manager and teacher to engage in inquiry. Because when you are asking honest questions and being curious, you can’t also be in a state of judgement – creating a respectful environment. Also if you are asking questions – you don’t have to pretend to be knowledgeable about the intersectional experiences of others. But note that Auger-Dominguez wants you to ask better questions. That means not asking for input into a business plan goal or direction you have already set, but instead seek to understand the underlying cause or challenge driving behaviour. They provide some examples to get you started:

  • What are the biggest barriers to your success and what role can I play in helping to remove them?
  • Do you feel safe enough to take risks at work? To contribute? To belong to the community? (this is connected to an environment of psychological safety out outlined in the new Psychological Health and Safety Policy at Algonquin)
  • What percentage of your time is spent on addressing exclusion or microaggressions against you or others?
  • Whose voice or what perspective is missing from this conversation?
  • How can I help amplify your voice and that of other underrepresented voices?

2 – Read Up (or listen, or watch). There are lots of ways to help you build your personal understanding and awareness. But there are many resources that can help you better understand the dynamics and the voices at play with inequity, injustice, and oppression while running a College. Educate yourself on the issues women, racialized people, people with disabilities, 2SLGBTQ+, religious minorities, and other marginalized groups face, and the compounding effects of intersectional identities.

 

 

 


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