17: The Inclusive Woman Leader’s Guide to Fostering a Culture of Belonging

I landed the job of my dreams. But as time passed, I felt like a spectator in a club where I wasn’t a member.

Conversations around me were about golf games I wasn’t invited to, networks I didn’t belong to and social events that didn’t include me.

Even in meetings, my ideas were ignored until they were endorsed by a male counterpart.

I felt isolated and alienated. This entire experience took an emotional toll on me. My productivity dipped and so did my enthusiasm for my job.

My focus shifted from how to excel in my role to how to blend into a culture that made me feel like an outsider.

Feeling you belong isn’t a luxury. It’s a fundamental human need. And when that need isn’t met, everything else falls apart.

If you want to create a workplace where your team feels heard and valued, then keep listening.

I’ll introduce you to a framework which will support you in becoming a more inclusive leader and support you in achieving your goal for excellence.

Find the full transcript and other resources for women leaders at http://www.livingwhileleading.com/17

How a Culture of Belonging Can Unlock Organizational Excellence for Women Executives

In today’s hyper-competitive business environment, you know that your most valuable asset is not just the product or service you represent, but the people who make it all happen— your employees.

Creating a workplace that truly harnesses the full potential of its talent pool goes beyond job titles and compensation.

It delves into a deeper, more nuanced arena that impacts not just employee satisfaction, but also productivity, efficiency, innovation, and even organizational profitability.

I’m referring to belonging. Belonging isn’t just about making people feel included; it’s about creating a culture where each individual feels understood, valued, and—most importantly—empowered to achieve their best.

If you search online, you’ll find data that supports the importance of belonging in the workplace. For example, according to a study by the Harvard Business Review, organizations with a strong culture of belonging have a 56% increase in job performance.

Research supports that inclusion and belonging aren‘t just the right thing to do, they are a necessity for organizations who seek excellence.

5 Essential Pillars of Workplace Belonging Every Woman Leader Should Know

Before you get started, it’s a good idea to understand the 5 critical pillars central to the belonging concept:

1. Being Valued: Employees should never feel like cogs in a machine. They should feel like their daily contributions actively shape the success of where they work.
   
   When people feel valued, they bring their whole selves to work and they decide how much effort and creativity they going to contribute.
   
2. Psychological Safety: Employees should feel they can share their thoughts without the threat of ridicule or repercussions. Psychological safety enables risk-taking, and risk-taking leads to innovation.
   
   Without psychological safety, people silence themselves and deprive you of their brilliant ideas.
   
3. Respect for Individuality: You must respect and celebrate the individuality each person brings—whether it’s their distinctive identity, working style, their unique skills, or their personal preferences.
   
4. Accessibility to Opportunities: This goes beyond standard equal opportunity statements. We’re talking about a dynamic environment where opportunities actively seek people based on merit, not on office politics or superficial metrics.
   
5. Community: A workplace is more than a place to work— it’s also a community. Employees should feel like part of a greater mission, connected by mutual respect and common goals.

5 Devastating Consequences of Workplace Exclusion Impacting Women Executives

If the benefits of inclusion are so vast, the costs of exclusion are devastating and include:

• Decreased Productivity: An excluded employee becomes a disengaged employee. Disengagement leads to missed deadlines, unenthusiastic contributions, and wasted potential.
  
• Increased Turnover: Talent retention is important to all organizations. When people don’t feel like they belong, they leave, taking their skills and institutional knowledge with them.
  
• Reduced Innovation: If employees don’t feel their voice matters, they won’t speak up. That means losing out on potentially groundbreaking ideas that could take your business to the next level.
  
• Lower Morale: A culture of exclusion can quickly escalate into a toxic work environment, affecting not just the excluded but everyone around them.
  
• Customer Dissatisfaction: Believe it or not, customers can feel the culture of an organization. Disengaged employees result in poor customer service and low customer satisfaction.

Every Woman Leader Needs the MEETS Framework to Lead Inclusively

I designed the MEETS framework to support you in your journey to becoming a more inclusive leader.

Let’s discuss what each letter in the MEETS acronym stands for:

• M: Make it safe for people to propose ideas
  • A culture of psychological safety allows for open brainstorming and can lead to groundbreaking solutions.
    
• E: Ensure all team members speak up and are heard
  • Inclusion fosters diversity not just in demographics but also in perspectives, ultimately enriching the decision-making process.
    
• E: Empower team members to make decisions
  • When employees are empowered, they are more engaged and take ownership of their roles, boosting productivity and job satisfaction.
    
• T: Take advice and implement feedback
  • An inclusive leader listens. This shows that you value opinions and are committed to collective growth.
    
• S: Share credit for team success
  • Acknowledging the contributions of each member not only boosts morale but also fosters a culture of mutual respect and teamwork.

How Women IT Executives Can Implement the MEETS Framework for Organizational Excellence

Here are 2 concrete steps you can take now to start the transformative process of creating a culture of inclusivity within your teams:

• One simple step you can take to implement the MEETS framework is to introduce a regular “Safe Space Hour” in team meetings.
  
  This dedicated time allows for open, non-judgmental discussions where every team member can propose ideas, give feedback, or share their perspectives Make it clear that all ideas are welcome, and there are no “stupid” suggestions.
  
  This will encourage team members to speak up and contribute, and recognize that their voices are valued.
  
• Periodically conduct the „Own Your Role” exercise.
  
  Ask each team member to identify one decision they made and its impact, any advice or feedback they received from colleagues, and to acknowledge someone who helped them achieve their goals.
  
  This exercise empowers team members to make decisions, highlights the importance of feedback, and acknowledges the collective efforts that lead to success.

You have the power to revolutionize your workplace. Make the decision to actively create an inclusive work place and everyone will win.

Remember, you’re the solution to claiming what’s important to you!