DIVERSITY & INCLUSION
DEFINING THE INCLUSIVE LEADER : PATHS NOT WALLS AUTHOR Tino Mkorombindo
In their well-intentioned efforts to create
change , hospitals and organizations have recently emphasized diversifying their leadership . During the past year , the gaps in health care disparities have only continued to widen as COVID-19 continues to affect Black , Latinx and Indigenous communities at a disproportionate rate compared to their white counterparts ( Centers for Disease Control
and Prevention , 2020 ). It is overwhelmingly evident that marginalized communities are more vulnerable , facing considerable barriers to access to health care and health education . However , many people are now questioning whether diversity efforts are motivated by the need to “ meet a quota ” while failing to adequately produce the needed change . Merely increasing the number of minorities , women , LGBTQIA + identity and other marginalized populations in leadership positions is not enough to create change . Organizations must solicit diverse leaders and produce a culture that would maximize leaders ’ potential , thus creating inclusive leadership .
Inclusive leadership is leadership that ensures that all “ team members feel they are treated respectfully and fairly , are valued and
have the sense that they belong , and are confident and inspired ” ( Titus , 2019 ). Research has shown that leadership which includes inclusive leaders are “ 17 % more likely to report that they are high performing , 20 % more likely to say they make high-quality decisions , and 29 % more likely to report behaving collaboratively .” Allowing inclusive leaders to have value would improve morale , provider and employee relations , and overall performance when all on the team feel as though they are meaningful contributors . Therefore , inclusive leadership must be an organizational priority .
Developing a team of inclusive leaders requires intentionality . Looking for the following qualities can help guide this : visible commitment , humility , curiosity about others and self-awareness . First , inclusive leaders must be vocal and visible about their commitment to challenging the status quo . Their usage of their voices and influence allows their fellow leaders and those they advocate for to feel safe and supported ; this is necessary for a healthy , inclusive environment . Inclusive leaders must also practice humility . Humility allows persons of privilege to accept that while they may advocate for marginalized communities , they ’ ll never truly understand these persons ’ experiences and should not claim to relate . Humility also allows them to accept that they will make mistakes or say the wrong
6 LOUISVILLE MEDICINE