Inclusive leadership is not only a personal quality, but a conscious and sustained exercise that requires training, reflection and commitment.
In recent years, the agenda of diversity, equity and inclusion (DEI) has become one of the priorities of many organizations that seek to adapt to changing, diverse and challenging contexts. However, the true strength that promotes these transformations does not only reside in strategic plans, policies or programs designed, but in people who have the ability to make them come true in everyday practice: the leaders of organizations. From Grow – Gender and work we reflect on transformative leadership, and why it is so important to boost a change.
They and they are the protagonists who mark the pulse of the AGENDA DEI. From their decisions, their ways of managing and their ways to inspire teams, leaderships are the ones who create the conditions for diversity to be valued, guaranteed equity and inclusion lived as a central principle of organizational culture.
In our work experience with different institutions and companies, we have proven that inclusive leadership is not only a personal quality, but a conscious and sustained exercise that requires training, reflection and commitment. The leaders who manage to become agents of change understand that managing with perspective ofi is not an addition to their role, but a way of enhancing it. In this way, not only a better work climate is promoted, but also greater innovation, creativity and sustainability in the results.
Our mission, as NGO with 14 years of experience, is to accompany organizations in these cultural transformation processes. We do it by designing proposals that combine instances of awareness, spaces for dialogue and, above all, dynamics that invite active participation. We believe that the most significant learning occurs when those who lead are involved from experience, putting into play not only their knowledge, but also their daily emotions, beliefs and practices.
To do this, we work with a playful and collaborative approach, through devices that we call “the entrance doors to diversity.” This resource allows to open conversations around the different dimensions that go through organizational life: gender, generations, disability, cultures, trajectories, among others. Each door invites you to look at diversity from a different angle, recognizing that there is no single way to address it, but as many as people and contexts live within the organization.
The challenge for the leaders, then, is to learn to cross those doors, to recognize biases that can limit their gaze, and to build practices that enable the participation of all people. In this route, equity ceases to be an abstract concept to transform into concrete decisions that impact working life: from how development opportunities are distributed to how spaces of care and shared well -being are generated.
When leadership assume this leading role, the Agenda Dei ceases to be a list of good intentions to become a living and daily practice. And it is precisely they and they manage to transcend the paper and translate into tangible realities for work teams.
Therefore, from Grow – Gender and work we believe that accompanying those who occupy leadership positions is key to sustaining long -term cultural change processes. Transforming leadership not only opens paths to more diverse, equitable and inclusive organizations, but also promotes a new way of understanding success: one that is measured not only in economic results, but in the ability to generate more human, fair and collaborative work environments.
Source: Ambito
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