VICDOC Winter 2022 - Magazine - Page 54
M
ost readers will be familiar with the term,
“diversity”. It is a frequently used word
and in a work context, it relates to “the mix
of people in your organisation” referring
to the many dimensions on which we differ such
as class, age, gender, ability, sexuality, and so forth.
The business case for diverse workplaces is well
established, with benefits for individuals, teams
and entire organisations in terms of performance
and wellbeing.
Diversity however, can only work if it is
accompanied by inclusive leadership. Inclusion
is getting the diverse mix of people to work well
together and occurs when a diversity of people are
respected, connected, progressing and contributing
to organisational success. Diverse teams and
organisations require effective leadership knowledge
and skills to ensure that workplaces – their culture,
structure and processes – are inclusive. For
individual leaders, this means having skills in
inclusive leadership.
These inclusive leadership skills support
employee wellbeing, increases employee
engagement and productivity, and enable
the best collaborative work outcomes.
WHAT IS INCLUSIVE LEADERSHIP?
––
Inclusive leadership refers to the capabilities
(i.e. mindsets, knowledge, skills and behaviours)
which ensure that a diversity of employee perspectives
shape and improve an organisation’s strategy, work,
systems, values, and norms for success. Inclusive
leaders create successful organisations in today’s
complex diverse global environment. They improve
performance, productivity and innovation, through
their ability to relate to a diversity of people and
perspectives, be open and flexible, and focus on
personal, team and organisational growth.” 1.
Effective inclusive leadership in healthcare is about
creating an environment where everyone can bring
themselves, their knowledge and expertise, skills and
behaviours to serve the work – delivering patient care.
In the complex collaborative work that is healthcare,
a very high level of collaborative leadership is required
– to ensure that the complexity, uncertainty and
uniqueness of each patient is addressed and cared for
in the best way possible.
WHAT ARE SOME TANGIBLE AND PRACTICAL
WAYS TO IMPROVE YOUR INCLUSIVE
LEADERSHIP CAPABILITIES?
––
First, let’s understand what an inclusive culture looks
and feels like from an employee’s perspective. Then
we can address the knowledge, skills, and behaviours
for how we assess the extent to which it exists in our
teams, and how we can increase an inclusive culture
in our teams and workplaces.
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