Disney’s Little Mermaid Gives Workplace-Inclusive Leadership Lessons

This week’s inclusion hero is Disney’s The Little Mermaid, which opened in theaters nationwide on May 26th. Long before the movie debuted, the trailer sparked interest when the main character, Princess Ariel, was revealed as singer and actress Halle Bailey. The film runs for two hours and fifteen minutes, showcasing an updated storyline that captures the beauty of diversity, equity, inclusion, and belonging. Inclusive Leaders, there are lessons in the film that can supplement your progress in fostering an inclusive workplace.

BE INTENTIONAL ABOUT DIVERSE REPRESENTATION

Study after study indicates to us that there are benefits to having diverse teams. The business case is the advantages of increased engagement, better decision-making, and more innovation. Disney agrees, and as such, The Little Mermaid cast has dramatically shifted its makeup from the 1989 version to acknowledge the strides and emphasis on the importance of diversity. In 2023, 42% of the cast members are diverse. For example, the family members and leadership are far from sameness. Differences are at the forefront of the story providing an opportunity to challenge assumptions, dance with discomfort, work together to achieve goals, and celebrate the wins of working together to achieve success.

From an inclusive leadership lens, some lessons to take forward include:

1. Recognize and intentionally diversify team members, workplace ecosystem, and leadership to reflect current times. While this seems obvious, it’s not. Ongoing challenges welcome a one-dimensional workplace rooted in the way things were in the past. As a result, the workplace must morph to increase representation.

2. Disney intentionally ensured diverse cast members and inclusive leaders must take the same stance to support an updated workplace. Notably, some organizations are already doing this work. For those that are lagging, take note of The Little Mermaid movie.

3. It’s essential to suspend assumptions that impact decision-making around embracing diversity in the workplace.

CHANGE UP THE NORM— LISTEN AND WELCOME INDIVIDUAL IDEAS

One of the powerful quotes in the film is when King Triton says to Ariel, “You shouldn’t have had to give up your voice to be heard.” Let us meditate on that message and reflect on whether behaviors exist to drive our employees to silence or other drastic measures in efforts to be recognized and included. As inclusive leaders, we have an opportunity to help the workplace transform to welcome new ideas and perspectives. The approach means leaders must pause to hear, consider, and implement foreign ideas. Creating an environment where employees can be authentic is proactive. Organizations, for example, that provide a seat at the decision-making table for affinity groups are on the right path.

PAUSE AND EMBRACE EQUITY

In the movie, King Triton thrives on the results of past behaviors that have served him well. As a result, he cannot recognize the needs of Princess Ariel. His actions showcase there’s one way of doing things. The same occurs with the Queen, who also has a strong message for Prince Eric. In both instances, directives do not resonate with the younger generation and cause friction and riffs in the relationships. For Inclusive Leaders, the lesson is recognizing and appreciating that individuals have varying needs. It is beneficial to pause to receive cues from our employees on what they need to be happy and succeed in the workplace. Additionally, get creative in finding ways to accommodate those needs.