How can we recognize the blind spots that cause us to build less inclusive teams?

When we commit to achieving greater diversity in the workplace, we're taking an important step. But we need to see this step as just the beginning in an ongoing journey.

Stefanie Johnson, author of the book, Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams, created the word "inclusify" to call this out. She argues, "People don't experience inclusion just because they were included...it takes thoughtful action and intention on the part of the leader...to create an inclusive environment...that's the idea behind inclusify."

To start, we need to recognize the blind spots that get in our way. In her work with managers and boards, Stefanie's found six that come up time and again: the meritocracy manager, the culture crusader, the team player, the white knight, the shepherd, and the optimist.

She explains how leaders use concepts like "meritocracy" or "culture" to exclude employees who hold different ideas. And she shares how statements like, "we don't want to lower the bar" make things harder for underrepresented groups: "...women actually are required to have greater experience to earn a board position than men...there are higher standards a lot of times for underrepresented groups. That's why they're underrepresented."

By pinpointing blind spots and coupling that knowledge with a commitment to helping diverse employees feel like they belong and can bring their unique selves to work, leaders take more of the steps needed to create diverse, equitable, and inclusive organizations.

Stefanie Johnson is an Associate Professor of Management at the Leeds School of Business, University of Colorado, Boulder. Her work has been featured in the Economist, Newsweek, Time, and on CNN.

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CM 167: Stefanie Johnson On Inclusive Leadership

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CM 167: Stefanie Johnson On Inclusive Leadership