“I just need to be nice to everyone so that they don’t get offended”

„It’s basically about respecting each other”

“As long as I treat everyone equally, that should be enough."

It’s not what inclusive leadership is about and yet this is how it’s often being (mis)understood.

In fact, this false perception can hinder performance, engagement and problem-solving on a team.

As part of my work as DEI consultant and trainer, I help leaders and managers to understand what it truly means to use their impact for better inclusion of their team members so that everyone on their team can thrive to their full potential.

It all starts with a decision: I don't want to stand aside anymore and see DEI as a "HR hobby project" but I want to recognise the potential of my role in removing those barriers for all my team members.

Are you, as a leader, there already? Check with today's questions 👇

If you need support in getting leaders on a more inclusive journey – let me know, I’d be happy to get you started.

What barriers do you think leaders face in getting more involved in DEI? Please share in the comments.

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📬 Do you want to dive into the topic on inclusive leadership straight away? Download my free ebook: https://www.puntkick.pl/ebook

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Content description:

✴ Am I open to ideas that are different to mine?
✴ Am I seeking feedback if I am perceived as inclusive?
✴ Are people copying my inclusive leader role modeling?
✴ Do I seek out opportunities to work in multi-disciplinary teams?
✴ Is a more diverse group of people sharing ideas with me?
✴ Is my team working together more collaboratively?
✴ Am I giving the periphery of my network the chance to speak up?