In a professional world in search of meaning and equity, inclusive leadership is emerging as a key skill. It's no longer just a question of valuing diversity, but of creating environments where everyone can contribute, collaborate and flourish. At NUMA, we support leaders who want to build authentically inclusive teams capable of bringing together different viewpoints, experiences and personalities, while maintaining collective performance. Inclusion isn't just talk: it's a posture, a daily practice, a conscious management choice.

Postures that stand in the way of inclusion 

Before promoting inclusion, we need to recognize the behaviors that, often without malicious intent, can exclude or invisibilize certain employees.

1. Talk only to "those who understand

Forming restricted circles, using insider jargon or referring to subjects shared by a minority ("It's a good thing there are engineers in the room...") creates divisions. Inclusion begins when we choose to make language and exchanges accessible to all.

2. Judging instead of listening

Cutting people off, downplaying an idea or displaying non-verbal disinterest discourage participation. These reflexes maintain the feeling of exclusion. An inclusive leader cultivates active listening, even when faced with points of view he or she does not share.

3. Forgetting humility and empathy

Inclusion isn't just about welcoming difference: it's about recognizing our own biases, admitting that we don't perceive everything, and being open to what we don't know.

Inclusion is not just about visible diversity, but also about how we interact with each other on a daily basis. Don't assume that others share the same conditions as you. Leaders need to show humility by acknowledging their own biases and privileges, while showing empathy for experiences and perspectives that differ from those of others.

Daring to tackle issues of inclusion 

Creating an inclusive environment requires open, proactive communication, where every employee feels encouraged to express their needs and concerns. Leaders have a responsibility to foster this climate of trust, where the courage to express oneself is valued and encouraged. By recognizing the value of every contribution and taking responsibility for creating such an environment, they can inspire others to participate actively. Here are some concrete examples of how this can be put into practice:

1. Flexible working hours :

"We have several meetings starting at 8am this week, so if that's a problem for some (children, transport, ...) let me know and we'll make arrangements accordingly."

Recognizing that work schedules can pose challenges for some team members, whether due to family responsibilities or transportation constraints, is essential to fostering inclusion. By offering flexibility in schedules, managers show that they are attentive to individual needs and ready to adapt to accommodate everyone.

2. Clarity of language : 

"We use a lot of jargon here, raise your hand when you don't understand."

Recognizing that professional jargon can be exclusive and discouraging for those who don't understand it is crucial. Openly encouraging team members to point out when they don't understand a specific term or expression promotes clearer, more accessible communication for all.

3. Consideration of food preferences and needs : 

"We're having a drink at the office on Friday, if any of you have intolerances or don't drink alcohol, let Franck know, he'll take care of the catering."

Recognizing and respecting individual dietary differences is also crucial to promoting inclusion. By offering options adapted to food intolerances or lifestyle choices, such as not consuming alcohol, organizers show that they are attentive to everyone's needs and ensure that everyone feels included in the company's social activities.

Responding appropriately to inclusion issues

Reacting at the right level

When it comes to dealing with inclusion issues within a team or organization, a thoughtful, measured approach is crucial. It's important not to overreact at the first sign of a problem, but rather to take the time to understand the situation as a whole. Sometimes, it can be more effective not to react immediately, live and in public, but rather to seek to understand the different points of view and circumstances surrounding the situation. Taking a step back allows you to react more objectively and constructively, avoiding impulsive responses that could make the situation worse. By encouraging open dialogue and taking everyone's feelings and perspectives into account, inclusion issues can be resolved more effectively and sustainably.

Have the reflex to express yourself 

It's essential to always speak up when faced with issues of inclusion, as not addressing the behavior is tantamount to encouraging it. By voicing our concerns, we affirm our commitment to equality and respect for all members of the team and/or the company. On the other hand, it's up to you to choose how and when to do this: you may prefer individual discussion for the isolated fact, and a collective message when it's an established practice to deal with problems appropriately, while avoiding stigmatizing the people concerned. What's more, not having said anything before doesn't prevent you from talking about it at some point. It's your vision of inclusion, so even if the people concerned aren't bothered, you can talk about it if it's important to you. 

By speaking out, we encourage dialogue, mutual understanding and the search for inclusive solutions that benefit everyone. It's also a way of raising awareness.

Creating an inclusive environment 

Leaders and managers have a role to play in creating an inclusive work environment. They are primarily responsible for promoting this diversity and active listening, so that every employee feels listened to and valued. This includes the following behaviors: 

1. Cultivating self-awareness and bias: The first step towards inclusive leadership is to become aware of one's own unconscious biases and prejudices. This involves questioning one's own experiences, perspectives and privileges, and being open to challenging one's own beliefs and behaviors.
2. Listen and let opinions be heard: An inclusive leader recognizes the value of a diversity of perspectives, and actively seeks to listen to and understand different points of view. This means creating a space where everyone feels safe to share their ideas and experiences, and where all voices are taken into account in the decision-making process.
3. Promoting fairness and equal opportunity : An inclusive leader ensures that all team members have equal opportunities to succeed and progress. This means recognizing and combating systemic barriers that may prevent some individuals from accessing the same opportunities as others, and adopting policies and practices that promote equal opportunities for all.
4. Foster diversity within the team: Inclusive leadership also means creating diverse teams that reflect a variety of perspectives, experiences and skills. This may require deliberate efforts to actively recruit talent from different backgrounds and then to be able to collaborate with these different styles .
5. Setting an example : Finally, an inclusive leader must model inclusion and respect in all interactions. This means treating all team members with dignity and respect, strongly condemning discriminatory and exclusionary behavior, and actively promoting a culture of inclusion and diversity within the organization.

Training tomorrow's leaders

Inclusive leadership is built, not improvised. At NUMA, our training courses and workshops help managers to:

• identify their unconscious biases,
• adopt inclusive behaviors on a daily basis,
• develop reflexes of listening, openness and co-construction.
  

These courses promote collective awareness and give leaders the tools to turn diversity into a genuine managerial resource.

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By adopting these principles, leaders can create authentic work environments where every employee feels not only accepted, but also fully integrated and valued. The leader's role in this process is crucial, as he or she must embody these values of integration and respect in his or her daily actions. This implies a constant questioning of one's own practices and beliefs, as well as a willingness to mobilize and inspire team members to embrace diversity and actively contribute to decision-making. And if they need the keys to get there, specialized training programs can help them acquire the skills they need to promote this inclusive culture. In particular, NUMA has deployed a number of workshops and training courses to support leaders and managers in developing their skills in this area, which is essential for the successful development of companies.