Senior leadership is resistant to inclusive practices. How will you navigate this challenge?

To navigate resistance to inclusive practices from senior leadership, I will present data and case studies that show the positive impact of diversity on performance and innovation. I will start small by introducing inclusive initiatives that align with the company's goals and gradually build on those successes. I will engage leadership in discussions, address their concerns directly, and highlight the long-term benefits of an inclusive culture for the organization's growth and reputation.

As in most situations, start with listening. Make sure you understand the specifics of the practices being proposed, and try to understand why the *people* in leadership are resistant to these. Nobody likes to be preached at, and it ultimately does more harm than good. As with every vital reform, there are always people who latch onto it for the wrong reasons and use it to feel morally superior. Self-righteous anger is addictive and only causes deeper divides and obfuscation of the true message. Inclusivity isn't about making people feel guilty. It's about giving everyone a voice. Approach this with humility, because you don't know what experiences people have had related to inclusive movements.

Approach the issue of bias within leadership with empathy and mindfulness. Encourage your team engage in open, compassionate conversations that aim to understand the perspectives of senior leaders, focusing on how inclusivity aligns with the organization’s shared values and goals. As you approach these discussions with a balanced, centered approach, taking approach itself establishes your own inclusiveness. Lead by example, demonstrating how to address challenges with grace and understanding. Significantly: Foster a culture where allyship, inclusivity, and compassion are the foundations for driving meaningful change and creating a more inclusive leadership environment.

To navigate resistance to inclusive practices from senior leadership, present a compelling business case and start with small pilot initiatives to show quick wins. Engage influential allies, offer tailored training, and maintain continuous communication to emphasize the benefits of diversity and inclusion. Align these practices with the organization’s core values, showcase employee testimonials, and highlight the risk management and external pressures to strengthen your case. Persistence is crucial for driving change at the leadership level.

As a leader of a company, let the subordinate or employee sit in your chair and you sit in the guest chair. Let them brainstorm and chat from the boss’s chair. Inclusion and collaboration is vital if if everyone knows what it’s like to sit in another’s chair.

Storytelling is a powerful tool. Be careful of overemphasizing emotional motivations, though. People in leadership didn't get there by acting solely on emotion. Emphasize the need for inclusivity as a human problem (not a problem exclusive to specific parts of the population). No one is trying to "save" anyone here. We're all advocating as human beings for equality, more accurate representation, and safer working environments.

Sharing advantages of inclusivity to the senior leadership and clearly articulating the benefits that will come with it will enable buy in from senior leadership.