Jason and Melissa advise global companies through the Inclusive Leadership Assessment Program. ‘Inclusive leadership is about treating people and groups fairly, seeing people as individuals and using the views of all kinds of groups to gather good ideas, allowing you to make better decisions.' As an American woman who moved to the Netherlands 23 years ago, Melissa knows what it feels like to be a minority. ’Although I absolutely enjoyed my job, I did sometimes feel like I did not belong to the group. A terrible feeling, that lead me to tears. Now, my goal is to create a safe environment in which we are aware of what it takes for inclusive leadership, for our own behavior and how to ensure that everyone dares to speak out. I think it is important that people are aware of the impact their words and behaviors can have on others. We are all unique and therefore messages can be interpreted in different ways. I am still learning and I really appreciate it when colleagues give me feedback. It helps me with my change process. I also appreciate it when colleagues share how a message, comment or joke comes across to them. I, too, have a lot to learn.'

Adapting to fitting in Jason has the same ambition. ‘I am a Surinamese-Chinese-Dutch gay man and when I joined Deloitte, very few colleagues looked like me’, he says. ‘But when our LGBTQ+ Network within Deloitte was founded, I realized someone like me could also be successful. It was a thought that shocked me. Up until that point, I apparently hadn't seen enough leaders that served as an example for me and subconsiously thought I wouldn't be able to make a career in a corporate environment. It sparked my interest and became a starting point for me to dive into the subject of Diversity, Equity & Inclusivity in organizations.‘ Melissa continues: ‘When I was asked to take Diversity, Equity & Inclusivity to the next level at Deloitte, I came across an interesting insight from our Deloitte colleagues in Australia. They identified six traits that characterize an inclusive mindset and inclusive behaviors. That touched me deeply. These traits make inclusiveness tangible and operable.’

Six signature traits 'Highly inclusive leaders demonstrate six signature traits: commitment, courage, cognizance of bias, curiosity, cultural intelligence and collaboration’, Melissa explains. ‘But really we are all leaders. For ourselves, our clients and our colleagues.’ To demonstrate the signature traits, Melissa shares a story. ‘I once received a request for a LinkedIn connection from a Sikh. I ignored it. But when he became a direct colleague, I became curious. I realized I did not know anything about being a Sikh, and why he was wearing a turban and many of the other rituals, so I asked him. We ended up working together and became very close colleagues. Meeting this colleague helped me to realize the importance of what inclusion really means and it has helped me to become more aware of my personal biases and how I can work to overcome them. We cannot change who we are until we become aware, once aware we can make the conscious choice to change.'

Talk about what upsets you ‘In the Inclusive Leadership Assessment Program, we first discuss diversity, equality and inclusion. What do these terms mean to us? Then we take a look at our own behavior. How do we estimate the presence of the six signature traits in ourselves? We also ask co-workers to provide their feedback on their leaders. This creates not only a 360 degrees insight in the strengths and blind spots of someone's behavior, but is also a perfect starting point for coaching. What can you do to change your mindset and behavior?’, Jason says enthusiastically. Melissa: ‘One of the clients we ran the program with, is Equinix, a global multinational digital infrastructure company. They wanted to create more awareness for inclusive leadership, and they almost canceled due to the COVID-19 outbreak. Fortunately, the company realized in a time of crisis is when we need to invest in our people. Especially during the pandemic, when everyone is working at home, feeling insecure about this uncertain situation, you need to invest in a safe working environment. An environment in which you can talk, find a way to connect with one another and really listen.’

Make your message explicit ‘The program is now a great success at Equinix’, Jason continues. ‘Over a hundred of their senior leaders have followed the program and the number is growing worldwide. Seeing the change it brings, is fascinating. Leaders often underestimate their influence on diversity, equity and inclusion. But they do. As a leader, you need to be explicit about diversity, equity and inclusion. After all, silence is also a message, and often, not the message you want to convey. You have to speak up and let everyone know that they are part of the group. That you can be yourself. People really need to hear it.’

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