A roadmap to inclusive leadership: stigma and bias (key no11)

If we’re aiming to lead with an open mind, it’s crucial that we stay alert to the subtle ways biases and stigmas about disabilities can shape our actions – from who we bring on board to how we connect as a team daily. Since such obstacles can kill the inclusivity vibe of even the most inclusive of environments, we’re dedicating the 11th key of our series on inclusive leadership to understanding and combating stigma and bias.

Now, let’s turn the mic over to a few familiar faces if you’ve been around this block a few times. People who have first-hand experience with disabilities and can teach us a thing or two about breaking down workplace barriers. First, let’s welcome back Sarah, our inclusive people manager who has made it a personal mission to foster more inclusivity at work, and three of her team mates, Izumi, Sanjay, and Iliana, who are respectively dyslexic, diagnosed with ADHD, and autistic.

As our friends shed some light on the tough reality of workplace discrimination, you’ll discover how stigma and bias throw up invisible walls for employees with disabilities. This latest key on the roadmap to inclusive leadership will show you how to tear those barriers down and shape a workplace that truly welcomes everyone.

Understanding stigma and bias

Inclusivity lifts all.

Invisible barriers persist. In the context of disabilities, this stigma often stems from misunderstanding, misconceptions, and, sometimes, fear. The way stigma manifests can vary greatly, from subtle comments to overt exclusionary practices. Bias, on the other hand, involves an inclination or prejudice for or against one person or group, particularly in a manner considered unfair. In the context of the workplace, biases, especially those that are unconscious, can significantly influence decisions and behaviours, often without the awareness of those holding them.

As an inclusive people manager, Sarah knows all too well how these elements can subtly infiltrate even the most seemingly inclusive workplaces. For one, she was quick to notice the way unconscious biases would easily creep into hiring practices, subtly influencing decisions about who gets an opportunity and who doesn’t. Similarly, team dynamics would often unknowingly reflect such biases, affecting how team members would interact with each other and with those who have disabilities.

In fact, the impact of unaddressed stigma and bias can be quite profound! When these issues are not confronted, they often lead to larger problems within a team and even shape the broader organizational culture in negative ways. “I remember all too well instances where unnoticed biases escalated into more significant team problems,” Sarah reflects. “These issues very clearly underscored the importance of vigilance and proactive engagement with topics like stigma and bias. Addressing misconceptions openly meant cutting through the false beliefs powering them.”

Highlighting how crucial it is to teach and clear up false beliefs about disabilities can’t be overstated. Only by addressing these myths head-on can inclusive leaders begin to create environments where understanding and acceptance replace ignorance and prejudice. And in so doing, shaping workplaces where everyone feels included. To really welcome and include all people, leaders must fully grasp these ideas first, so they can help make places where folks are understood and accepted instead of ignored or rejected.

Navigating stigma and bias

As we begin to understand stigma and bias, it’s vital to hear directly from those who navigate these challenges daily. Izumi, Sanjay, and Iliana are quite familiar with what it means to operate in the professional world while disabled.

“As someone who experiences dyslexia, the challenge is not just about managing my learning disability, but also confronting the misconceptions and biases others have about it,” Izumi explains. “I’ve lost count of how many times colleagues misinterpreted my need for extra time to read documents as a lack of interest or commitment. “On the other hand, colleagues who have been patient and understanding have had a very positive impact on my productivity and confidence.”

Sanjay, living with ADHD, brings a different perspective: “The constant battle to maintain focus in traditional work environments often exacerbates my challenges,” Sanjay adds. “Feeling misunderstood or labeled as disorganized, when in reality, I’m grappling with a neurological condition that affects my attention and concentration, is very disheartening and unfair. My experiences prove just how much companies need to embrace change and accommodate different working styles.”

Navigating the unspoken rules of social conduct often becomes a stumbling block for others. “Unwritten social rules and expectations are confusing and overwhelming for me as someone who is autistic. I can’t stress enough how crucial it is for my coworkers to speak clearly and straight up because that straightforwardness really cuts down on the confusion I face as someone with autism,” Iliana says. “Clearly-structured work environment significantly reduce anxiety and confusion for people like me who are living on the spectrum.”

Beyond illuminating the varied challenges faced by folks with disabilities, these stories also underscore that disability is not a monolith! Each person’s situation is different, and their journey is shaped by their specific condition, personality, and environment. Izumi, Sanjay, and Iliana’s experience shows us that a welcoming workplace stems from valuing diverse viewpoints and welcoming change.

The impact of stigma and bias

Bias and stigma, though often unseen, silently shape our workplace dynamics, influence personal experiences, and determine who ascends professionally and who remains overlooked.

Those negatively impacted by stigma and bias are often overlooked for promotions or excluded from professional development opportunities, not due to a lack of capability, but because of preconceived notions about their abilities. This not only stalls their professional progress; it also narrows the range of ideas and expertise at the top. This is an obvious problem!

In team settings, the impact of stigma and bias can be equally damaging. Workers with disabilities often end up feeling left out or pressured to conceal their conditions, creating a tense and less effective workplace. Masking their true selves out of fear of being judged, disabled employees often miss out on the help they need, which often knocks down both how well they do at work and their overall happiness.

The perspectives previously shared by Izumi, Sanjay, and Iliana vividly illustrate the impact of such biases! Izumi’s struggle with being misunderstood, Sanjay’s challenges in a rigid work environment, and Iliana’s difficulties navigating social dynamics at work are just a few examples of how stigma and bias manifest in real-life scenarios.

Left unchecked, stigma and bias can lead to discriminatory hiring and biased reviews, feeding a vicious cycle that keeps these problems alive! Leaders who want to meaningfully address discrimination and exclusion have no choice but to acknowledge how their actions broadly impact others. Sarah’s strategy is simple yet ambitious: “I do everything that I can to craft spaces where uniqueness is celebrated, where folks can share their disability without the worry of being judged, and where company practices uplift a variety of needs.”

So, what steps can we take to create environments where ideas flow without hesitation and the fear of being judged harshly is left at the door? First, leaders and their teams need to educate themselves on disability awareness. They must break down tired clichés if they’re ever to build the empathy that will get everyone on the same page!

When the executive leadership truly champions diversity, they light up untapped talents in people with disabilities and fortify team spirit. That’s how you score a massive win across the board in my book!

Sarah’s approach to a bias and stigma-free workplace

It’s safe to say that Sarah’s commitment to a workplace where everyone feels valued is clear. She collaborates with her team, bravely tackling the difficult conversations on bias to make sure nobody has to deal with it on their own.

Here are some of the ways in which her multifaceted game plan champions an atmosphere where everyone gets the respect and backing they deserve.

1. Educating the team: Convinced that immersing themselves in learning can shatter the barriers built from misunderstanding and prejudice, Sarah first capitalizes on training her team to break down the inequities caused by stigma and bias. Under her guidance and the support of instructors willing to share their lived experiences, Sarah’s team not only grasps the essence of supporting peers with disabilities, but also builds a workplace based on compassion and solidarity.
2. Promoting open dialogue: Sarah is convinced that one of the keys to a tight-knit team lies in clear, open conversations where everyone speaks their truth. At her team meetings, Sarah champions a culture of openness. She encourages open sharing of lessons learned. She candidly shares her own lessons and faux-pas and nudges the rest of the team to bring theirs into the light as well. Through these open and honest exchanges, the team is not just talking – they’re really connecting and strengthening their bonds.
3. Inclusive policies and practices: Sarah regularly reviews her team’s policies and practices to ensure they are (or remain) inclusive. Inclusive workplaces are about more than just ramps and elevators! She understands that true inclusivity means recognizing and meeting the varied work habits and needs of her team… How else could everyone on the team perform at their best? To reinforce this, she recently had the entire office layout and work-from-home policy reworked so her team could move around and work more easily.
4. Supporting employee resource groups: A strong advocate for Employee Resource Groups (ERGs), Sarah sees that such groups offer more than peer support and also build trust and community among employees with disabilities. Guided by the collective know-how of these groups and the people who participate in them, she regularly fine-tunes her leadership approach to mirror their richly shared insights, creating an upward spiral of disability inclusion. The instant ROI (return on investment) and insights she gets from these interactions are immeasurable.
5. Modelling inclusive behaviour: Knowing that actions speak louder than words, Sarah also consistently models the inclusive behaviours she wants to see in her organization and team members! Whether it’s actively challenging discriminatory comments, pushing back on stigma and bias, or recognizing the achievements of all team members, she makes it a point to lead by example with every chance she gets.
6. Cultivating a culture of acceptance: Sarah focuses on building a work environment where differences are not just acknowledged but celebrated. After all, true acceptance goes beyond tolerance and ensures everyone feels genuinely valued for their unique contributions… By actively challenging any stereotypes or biases that might exist within the team, she also encourages everyone to see the strengths and abilities in each other.
7. Personal and professional growth: For Sarah, the growth of her team members is paramount, so she ensures that employees with disabilities have equal opportunities for personal and professional development – access to training, mentorship programs, career advancement opportunities, etc. As a people manager, she knows that while investing in the growth of each team member enhances their individual careers, it also contributes to the team’s collective success!
8. Regular reflection and feedback: Finally, Sarah regularly reflects on her actions, seeks feedback from her team to keep herself in check, and makes sure that her strategies are as effective as they can be. Cultivating a space where everyone feels valued is not an easy task! It means constantly taking stock and tweaking our approach – it’s her readiness to listen and change that shows how serious she is about inclusive workplaces.

So, channel your inner Sarah and be ready to actively battle stigma and bias by tackling these problems head-on! It’s not easy – it’s even uncomfortable sometimes. But it’s worth it! Regular training and honest chats, constantly working on enhancing the team’s skills to champion inclusion, and welcoming everyone are just some of the ways in which inclusive leaders can craft workplaces that buzz with conversation and inclusive vibes.

Eradicate stigma and bias when you see it

We as leaders must create environments where respect for all abilities is standard. Actively fostering inclusion empowers everyone to contribute fully. It’s our job to lead by example and craft a work atmosphere where respect isn’t just encouraged but is the norm for every team member. There might not be a more powerful way to achieve this than for the entire team to seek out and eradicate stigma and bias when they see it.

As we wrap up today’s post and the 11th key on our roadmap to inclusive leadership, Izumi, Sanjay, and Iliana quickly chime in with powerful insights that really drive home how much of a game-changer inclusive leadership can be.

“Battling stigma and bias has led to a more accepting environment where my dyslexia is understood, not as a hindrance, but as a different way of processing information,” shares Izumi. “I have experienced a shift in team dynamics where colleagues now offer support, such as providing me with written materials in accessible formats. It has significantly enhanced my work efficiency and sense of belonging.”

“I feel like the fight against workplace biases has opened doors to a more adaptable work environment,” adds Sanjay. “With ADHD, I often found traditional work settings challenging. However, as stigma and bias are being addressed, I now enjoy more flexible work arrangements that truly accommodate my unique working style. The shift toward a more accommodating workplace has not only cranked up my efficiency but also amped up how much I enjoy my job. I now feel genuinely valued and understood.”

“The reduction of stigma and bias in our workplace has created a more structured and clear communication environment, crucial for me as an autistic individual,” further expands Iliana. “This shift has alleviated the anxiety and confusion caused by unspoken social rules and expectations. Engaging with my team feels more natural now, and I’m jumping into projects with way less hesitation. Jumping right into the thick of things with my team has made every win we notch together that much more rewarding.”

So, wrapping up our chat on leading the charge for inclusivity, it’s pretty clear: kicking stigma and bias to the curb isn’t just crucial – it seriously ramps up everyone’s game in the office! Hearing how Izumi, Sanjay, and Iliana thrived really drives home the point: workplaces that listen to and champion everyone’s unique skills are game-changers. Inspired by Sarah’s approach, are you feeling up for that challenge yourself?