DEIB stands for Diversity, Equity, Inclusion, and Belonging, and it’s supposed to capture the essence of what we need to do to create a more diverse and inclusive workplace.

Just knowing the letters and spouting slogans, however, doesn’t equal deep understanding, nor knowing how to put it into practice.

 DEIB+++ Alphabet Soup

If you’re feeling confused or overwhelmed by the alphabet soup of DEIB+++, you’re not alone.

Many leaders and organizations struggle to understand and implement the concepts behind the letters. They get caught up in the semantics and the politics, and they lose sight of the people. The people who work for them, with them, and around them. The people who have different backgrounds, cultures, experiences, and perspectives. The people who have unique skills, talents, and potential. The people who want to feel part of something greater than themselves.

I’ve always said that no matter how long people are at work, everyone wants to feel part of something greater than themselves, they want to feel part of a community. That community is called your organization, your department, or your team.

It’s not the letters. Focus on the people. Because that’s what inclusive leadership is about. It’s about developing a deep understanding of what it means to create a culture and a community where everyone feels theybelong. It’s about recognizing and celebrating diversity, ensuring equity, fostering inclusion, and cultivating belonging. It’s about transforming the way you think, feel, and act towards other people, and inspiring them to do the same.

But how do you do that? How do you become an inclusive leader from the inside out?

Here are three steps you can take to start your journey:

Action 1: Reflect on your own identity and experience.

Before you can understand and appreciate other people’s identities and experiences, understand and appreciate your own. Know your own biases, assumptions, and blind spots, and how they affect your decisions, behaviors, and results.

Identify areas where you need to learn, grow, and improve, and seek feedback and support. Discover your own sources of inclusion and belonging, and what makes you feel part of a community. Then you are better equipped to create an inclusive culture for everyone.

Action 2: Listen to and learn from other people’s stories.

One of the best ways to understand and appreciate what other people need is to hear their experiences, which builds empathy, trust, and connection. Stories help you see the world from their perspective. Stories can also help you discover the commonalities and shared values that unite us as human beings.

You’ll be more able to feel and act inclusively and create a caring community where people will want to come to work every day and share their genius. They will feel that connection with you.

Share your own stories and invite others to join you in your journey. The most successful leaders develop an innate sense of what their employees need. That’s when you become an inclusive leader from the inside out.

Action 3: Create and sustain a culture of inclusion and belonging.

The goal of Inclusive Leadership from The Inside Out is to make human connections with other people. Then they will help build and sustain a culture that continues to welcome new people who are excited to contribute from day one.

Do you agree? Are we wrong or are we right? Drop us an email. Let us know your thoughts.

Thank you for reading