Seven Ways Your Network Builds Inclusive Leadership

Building connections, in person and online, is always important for career growth and it’s critical for building inclusion and diversifying organizations. Simply put, you’re only as inclusive as your interpersonal and professional circles.

As we build inclusive leadership strategies, one thing cannot be overlooked: your network. Who we have as our connections, our colleagues, and professional community has direct influence on the levels of inclusion we support and experience. Look at your online network, for example. If you open your LinkedIn, are most connections and content creators the same race or ethnic identity as you? Are they the same or differing gender identity? Or does your feed represent the wide range of people who populate the world?

The U.S. Diversity Index—reflecting the likelihood that two randomly selected individuals will belong to different racial and ethnic groups— is currently 61 percent and has increased over time, but there is still work to be done within our neighborhoods. And as communities have grown in diversity, white Americans are overrepresented in tech and IT channel workforce, holding 64 percent of roles overall.

While the facts point to overrepresentation by some, there are some things those within these demographics can do as they strategize ways to build inclusion in their communities as work and beyond. Here are seven ways a diverse network builds inclusion.

1. Opportunities and Visibility: A robustly diverse network can open doors to job opportunities, promotions, and internal projects that you might not find on your own. It also allows you to share in projects you may not have known exist because of network sameness. Networking helps you stay on the radar of influential people in your industry, increasing your chances of being considered for new opportunities while also sharing those opportunities with a wider, more diverse group.

2. Knowledge Sharing: Through your network, you gain access to valuable insights and advice from the experiences of those of difference. This can include the impact of industry trends, varied best practices which can help you make informed decisions. Understanding knowledge from different vantage points allows decisions to have a more robust impact that builds toward the future we want, rather than the realities we have.

3. Opportunities for Diversification of Mentors: Mentors offer advice and support, while sponsors actively champion your career. A network strong in diversity often includes mentors and sponsors who can provide guidance, feedback, and positive reframing of the knowledge we hold. Being mentored by someone who does not share the same gender, race, neurodiversity, or ability can allow space for more creative ways of thinking, doing, and being.

4. Support and Resources: A key component of inclusive leadership is empathy. Building a diverse network can provide psychological safety, increased emotional support, encouragement, and practical resources when facing challenges. This is particularly valuable in navigating career obstacles, transitions, or times of great change organizationally in the world at large.

5. Diverse Perspectives: Building a network with people from various backgrounds and experiences promotes inclusion and helps you understand different perspectives. This diversity enriches your decision-making and problem-solving abilities, and it fosters a more inclusive work environment, again building toward the future we want, rather than the realities we have.

6. Building Reputation and Credibility: Networking helps you build a positive reputation and establish credibility as an active ally within your field. As we connect with others and demonstrate our ability to be an inclusive leader, we are more likely to be recommended for opportunities and recognized as not just a knowledgeable professional, but an innovative and inclusive one.

7. Collaboration and Innovation: Strong networks facilitate collaboration with others who have complementary skills and ideas. Keeping the network diverse can lead to innovative, unprecedented solutions that you might not achieve working in an environment of sameness.

Building inclusive leadership is more than the skills we have. It requires a cognitive effort and awareness of how environment shapes our experiences. Being inclusive is more than a skillset. It is a diligent focus on who we are and what environments we create or maintain. Ultimately, true inclusivity demands ongoing reflection and commitment to fostering an environment where everyone can thrive and contribute their best, where the sameness of chronic over and underrepresentation is replaced with a commitment to inclusive organizations that foster belonging.

Photo by dlxmedia.hu on Unsplash