8 Habits of Effective and Successful Leaders

Jun 11

Diversity, Equity, and Inclusion (DEI) are no longer just HR initiatives. These days, they're the cornerstones of a successful and thriving organisation. But just saying "we value diversity" or having a fancy poster in the breakroom isn't enough. It demands dedicated and strong leadership – leaders who champion for change and progress not just with words, but with consistent actions.

So how do you become one of these leaders?

Here are 8 habits that set these successful DEI leaders apart, along with actionable steps you can take to champion diversity and inclusion within your organisation:

1. Lifelong Learner:

The landscape of DEI is constantly evolving. Stay ahead of the curve by:

Schedule regular learning: Dedicate time each week or month to read articles, attend workshops, or listen to podcasts on unconscious bias, microaggressions, and best practices in DEI.
Seek diverse perspectives: Actively engage with employees from different backgrounds through focus groups or mentorship programs.
Follow thought leaders in DEI: Connect with experts on social media or attend industry conferences to stay updated on the latest trends and research.

2. Active Listener:

True inclusion starts with truly hearing others. Here's how to improve your listening skills:

Practice active listening techniques: Pay close attention, avoid interrupting, and paraphrase what you hear to confirm understanding.
Create a safe space for open communication: Encourage employees to share their ideas and concerns without fear of judgement.
Solicit feedback regularly: Conduct anonymous surveys or hold open forums to understand employee experiences and identify areas for improvement.

3. Champion Psychological Safety:

Psychological safety allows employees to be themselves, take risks, and learn from mistakes. Nurture this environment by:

Leading by example: Be open to feedback and admit your own mistakes.
Celebrating diverse perspectives: Encourage healthy debate and recognize the value of different viewpoints.
Rewarding risk-taking: Acknowledge and appreciate employees who step outside their comfort zone and propose innovative solutions.

4. Data-Driven Decision Making:

Effective DEI initiatives require a data-backed approach. Utilise data to:

Identify areas for improvement: Analyse workforce demographics, promotion rates, and employee engagement surveys to identify potential biases.
Measure progress: Track key metrics to assess the effectiveness of your DEI initiatives and identify areas for adjustment.
Hold yourself and others accountable: Set clear goals and benchmarks for DEI progress, and regularly report on your progress to stakeholders.

5. Hold Yourself and Others Accountable:

DEI is a team effort. Here's how to ensure everyone is on board:

Set clear expectations: Communicate your expectations around inclusive behaviour and outline consequences for non-compliance.
Provide ongoing training: Offer workshops and training programs on unconscious bias, microaggressions, and bystander intervention.
Integrate DEI into performance reviews: Hold leaders and managers accountable for fostering an inclusive environment within their teams.

6. Focus on Empowerment Over Performance:

Shift the focus from simply meeting quotas to creating an environment where everyone can thrive:

Provide opportunities for growth: Invest in mentorship programs and professional development resources for underrepresented groups.
Recognize and reward contributions beyond traditional metrics: Acknowledge the value of innovative ideas, effective teamwork, and contributions to a positive work environment.
Create space for diverse leadership styles: Embrace the strengths of different leadership approaches and avoid a "one-size-fits-all" mentality.

7. Humility and Transparency:

Leading with humility fosters trust and openness to learning:

Acknowledge your own biases: We all have biases. Be open to feedback and actively seek ways to mitigate them.
Be transparent about your DEI journey: Share your organization's goals, challenges, and progress openly with employees.
Admit mistakes and learn from them: Don't shy away from acknowledging missteps. Use them as opportunities to learn and improve.

8. Allyship:

Inclusion requires active support from everyone, not just DEI leaders:

Build a network of allies: Identify individuals across all levels who are committed to DEI and empower them to champion inclusion within their teams.
Provide resources for allies: Offer training and guidance on effectively supporting colleagues from underrepresented groups.
Recognize and celebrate allies: Publicly acknowledge individuals who actively contribute to fostering a more inclusive work environment.

Ready to become a better DEI leader and cultivate these habits?

Enrol in our Diversity and Inclusion Changemaker Program. This comprehensive program equips you with the skills, strategies, knowledge and resources to create a truly inclusive workplace culture.

Learn from DEI experts, connect with a supportive community of changemakers, and develop a strategic action plan to drive lasting change. Sign up today!

Savannah Wilkinson