What They Are And Why They Matter

Inclusive teaming is essential to create a fertile ground for collaboration and innovation. Focusing on teams is one of the ways workplaces can aggressively progress toward increasing feelings of belonging and inclusion. Consider the example of a large group like the United Nations, which comprises 193 countries (team members) working together on a common goal, allowing for differing perspectives and ideating solutions. Imagine the possibilities of workplaces that intentionally seek out inclusion by maximizing diversity. This article will examine the makeup of inclusive teams, the hiccups that get in the way, and the necessary ingredients to foster successful team inclusion.

HOW ARE INCLUSIVE TEAMS DEFINED?

An inclusive team welcomes unique identities and promotes safety for sharing ideas and needs. It is the space where noticeable and unnoticeable traits feel receptivity to engage and collaborate. Team leadership models inclusive behaviors, and team members follow suit without fear of calling attention to accountability gaps. It sounds like the ideal, but is entirely doable.

WHAT GETS IN THE WAY OF TEAM INCLUSION?

Inclusion remains elusive for many leaders because the requirements continue to ebb and flow with a need for more understanding of what today’s worker needs. As such, leaders can experience challenges such as inadequate time to grow knowledge, varying requirements for employee support unprepared to handle, and lack of attention to necessary inclusion commitments across the team. The perception, albeit in reality, suggests a lack of believability in organization-wide diversity, equity, and inclusion strategies, which shows up as a trust concern and promotes the status quo without room for fostering inclusion.

WHAT KEY INGREDIENTS ARE NECESSARY FOR SUCCESSFUL TEAM INCLUSION?

1. As stated earlier, team leadership needs to be authentic in fostering inclusion. A leader who visibly commits to ongoing education to build awareness and understanding will readily seek input in decisions impacting the team, allow for the authenticity of team uniqueness and voice, and help eradicate accountability hiccups that get in the way of true inclusion. A tall order indeed, and so this is not something that happens overnight but with prioritized attention to keeping inclusion at the forefront for the team.
2. Listening is a priority for leaders who want inclusion as a value. Those who cite feelings of exclusion often indicate being unheard and not respected. Therefore, an environment that pays attention to listening to its members will reap the benefits of inclusion. In the Harvard Business Review article, “Listening to People,” Ralph G. Nichols and Leonard A. Stevens cite research from Florida State and Michigan State Universities that suggests a 25% retention rate when it comes to listening. The rate decreases depending on the ability to comprehend what’s shared.
3. Fair provision of career advancement opportunities is another way to demonstrate team inclusion. How could this be done? A leader who welcomes feedback on divvying work products that support team goals and objectives while keeping abreast of equity challenges will be set up for success in managing teams of the future. Success, therefore, means each team member gets access to challenging and visible work opportunities and knows leadership support and sponsorship are readily available.

As a next step, check in on teams within the workplace. Identify opportunities to improve inclusion in those special team spaces, and that attention will pay dividends in supporting diversity, equity, and inclusion plans.