Episode #520: How To Get Transformational Change To Achieve An Inclusive Mindset

 
It takes more than just declarations on your part as a leader to encourage employees to embrace diversity for the purpose of organisational creativity and innovation. Leaders need to have one-on-one interactions because they realise that a general strategy won't remove underlying reluctance, especially in Japan where diversity mostly relates to gender diversity. Leaders need to make time for these one-on-one conversations a priority in order to find out what team members think about inclusiveness and address any issues or misconceptions they may have.

In order to accomplish performance change, leaders must address behavioural change and emotional change in order to promote transformational change. It is imperative to pose questions that delve into staff attitudes regarding gender diversity, potential biases, and strategies for fostering an inclusive workplace. Leaders in Japan must stress the value of inclusivity for the country's prosperity, given the economic imperative of higher female workforce participation. This entails busting myths, accepting that the nature of the workforce is evolving, and planning how inclusion may give the company a competitive edge. In the end, leaders are crucial in helping their teams navigate these important discussions in order to promote significant change that aligns with both corporate objectives and larger societal demands.