Inclusive Leaders Make Strong Allies
- To achieve diversity, equity, inclusion, and belonging, leaders must listen to the experiences of marginalized people and take action to cultivate a culture of allyship.
- While certain aspects of diversity, such as gender or race, are given greater prominence in different countries or regions, all dimensions of diversity are important—everywhere.
- Inclusive leadership programs should help participants develop skills for allyship like courage and creativity, as well as communication, collaboration, and problem-solving competencies.
Lailani Laynesa Alcantara: [0:15] Empty allyship means not taking any actions to advance diversity and inclusion. When you claim yourself as an ally, and you have observed inequity, injustice, or unfair treatment of others and do nothing about it, that's empty allyship.
[0:29] When you don't use your power and resources to make changes to advance diversity and inclusion, that's empty allyship.
[0:37] Leaders, and business schools, and organizations can demonstrate authentic allyship by first listening and learning from the experiences of marginalized people in their organizations and then taking actions to make changes in the environment, so that everyone feels respected, connected, and empowered.
While there's a difference in focus or priority, global leaders could still have meaningful conversations about diversity and inclusion issues.
[0:57] No matter how small the changes, how long it would take, or how many mistakes we make, it is very important that we continue to try and build a culture of allyship and inclusion. Diversity is multifaceted, and inclusion is a long-term commitment.
[1:14] While there's a difference in focus or priority, global leaders could still have meaningful conversations about diversity and inclusion issues if they are open or if they welcome the opportunity to learn from each other and make collaborative efforts.
[1:30] The focus areas for diversity and inclusion vary across countries. While there is more focus on racial and ethnic inclusion in the United States, there is more focus on gender inclusion in several Asia Pacific countries, including Japan. It does not mean that both and other dimensions of diversity are not important.
To be inclusive leaders, today's students need to develop their values of diversity, inclusion, and skills for allyship.
[1:51] The United States still needs to have more cultural and systemic changes to advance gender inclusion, while Japan is yet to address racial and ethnic inclusion. Both countries, together with other countries, need to work towards inclusion of people with disabilities and other marginalized groups.
[2:12] To be inclusive leaders, today's students need to develop their values of diversity, inclusion, and skills for allyship, which include courage, communication skills, collaborative skills, problem-solving skills, and creativity. These competencies are not new, but these competencies would make a meaningful difference if they are driven and guarded by diversity inclusion as core values.
[2:41] For me, as a dean, to serve our school better, to serve our students' needs, our faculty's needs, our staff needs, I think that the process of inclusion just helps me actually communicate our mission and also help me facilitate the discussion with our students, with our faculty, and with our staff.