How can leaders actively listen and respond to the needs and concerns of underrepresented or marginalised employees?

In today’s diverse workplace, leaders face the critical challenge of ensuring all voices are heard, especially those of underrepresented or marginalized employees. Recent studies show that 45% of American workers experienced discrimination and/or harassment in the past year, highlighting the urgent need for inclusive leadership practices. So how can leaders actively listen and respond to the needs and concerns of these employees?

To address this crucial question, we turn to Shola Kaye, an expert in empathy, diversity, and inclusive leadership. As a Black woman and former corporate professional, Shola brings unique insights into creating psychologically safe environments where all employees feel valued and heard. Her expertise in communication and inclusive practices has made her a sought-after speaker for global organizations seeking to foster more equitable workplaces.

Let’s explore Shola’s perspective on how leaders can effectively listen and respond to underrepresented voices in their organizations.

Shola Kaye

Shola Kaye, an award-winning international speaker on Communication, Inclusive Leadership, and Empathy at Work, offers valuable insights on how leaders can actively listen and respond to the needs and concerns of underrepresented or marginalized employees. As a Black female introvert with experience in global corporations, Kaye provides a unique perspective on creating inclusive workplaces.

Leaders can actively listen and respond to marginalized employees by:

1. Interrogating their own biases
2. Practising perspective-taking
3. Directly asking for input from underrepresented groups

Kaye emphasizes the importance of self-reflection, stating, “We all have biases. There’s nothing wrong with that. We’re human beings. We are all raised in different conditions. We respond differently to the stimuli that we encounter. So it’s perfectly reasonable to have biases, but as a leader, you need to be aware of them.”

To implement these strategies, leaders should:

• Ask themselves, “How will this decision affect some identity groups more than others?”
• Consider, “If I had a different identity, how would I respond to this decision?”
• Circulate feedback forms or conduct mini-focus groups to gather diverse perspectives

Kaye stresses the importance of transparency, even when decisions don’t align with all viewpoints: “Even if you make a decision that doesn’t quite go in the direction or in the line of what some of your marginalized individuals have been asking you for or telling you about, just the simple act of asking in the first place and gathering as many different viewpoints as possible… can make a huge difference.”

As we explore this critical topic further, other experts may offer additional perspectives on fostering inclusive leadership. Leaders can start by implementing Kaye’s strategies to create a more empathetic and responsive workplace for all employees.