THE VALUE OF INCLUSIVE LEADERSHIP (PART II - EVENT RECAP)
The value of inclusive leadership is so important that we’ve hosted two panel discussions about it.
In the first panel discussion in this series, we discussed a variety of topics that are critical toward the development and growth of inclusive leadership in whatever field you’re in.
For our second discussion, our panel was once again made up of impressive and well-qualified voices. It was led and moderated by Kimberly Lee Minor, the CEO of Bumbershoot LLC. She was joined by the following panelists:
- Gayle Saunders, founder and CEO of The Saunders PR Group
- Anne Boninsegna, founder and CEO of The Kitchen (located in German Village)
- Alan Kutasy, founder and CEO of Agility Partners
- Randall T. Gerber, Founder and Advisor of Gerber LLC
You’ll notice that these new panelists and their backgrounds differ from the first crew, an important note in hearing as many voices as possible when it comes to talking about inclusion and diversity.
Each of these panelists has founded and runs a small, local business here in Columbus. The voices of small businesses are more important now than ever, especially in the realm of inclusion and diversity.
Much like the first conversation, our panelists brought with them great insight and knowledge in the world of diversity and inclusion – a world where you can never learn too much.
If you’d like to watch the full webinar and take extensive notes, you can access it from our YouTube channel here. Or if you want to save the video for later, here are some of the key takeaways from the second part of the conversation.
Takeaway #1: Intent with Intentions
Much like in the first conversation, we went over the definitions of diversity, inclusion and equity.
On a grander scale, you have to be intentional when you’re trying to be inclusive. Of course, look first for qualified candidates that not only have the resume and experience, but the extras that make them the next great fit for your organization.
You can look for qualified candidates in the traditional sense – LinkedIn, Indeed, etc. – but perhaps looking in diverse areas can lead to great results that will lead to inclusiveness in your corporation.
Don’t be afraid to ask your peers and colleagues too in places to find diverse talent. You never know where you might find someone great!
Takeaway #2: More than Color
While it’s important to make note of the race and ethnicities, where else can you diversify your business?
The term we’re getting at is intersectionality – the interconnected nature of social characteristics. This includes issues of race and ethnicity, but it’s also inclusive of the LGBTQ+ community. It’s inclusive of different religious and spiritual backgrounds. It’s inclusive of economic classes and the scales within the established classes.
To be inclusive and diverse means to be just that. It’s more than just black and white. There are layers to it and the more you’re willing to explore and deepen your knowledge on intersectionality, the better chance you have of reaching a wider customer and employee base.
Takeaway #3: Solid Today, Strong Tomorrow
Now more than ever, the push for inclusive leadership is dire and necessary. Did you know that just roughly 8 percent of the CEOs in Fortune 500 companies are women? There are only four CEOs in the F500 that are black?
Despite the progress that’s been made, there’s still a ways to go. Conversations like ours are only the beginning toward seeing inclusive leadership start to take place both locally, nationally and internationally.