Inclusive Leadership Accelerator

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Diversity is the new Darwinism.Only the most adaptable companies will survive.

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How do I give space to introverted

colleagues?

How do I recognize and deal with sexual

harassment?

How do I express appreciation and recognition

for senior employees?

How can I become a more inclusive leader

towards different minority groups?

How can I cater to the demands of the Millennial

workforce?

If these are relevant questions

for you or your organization,

read on…

WHY – The Challenge

In spite of Diversity & Inclusion (D&I) agendas, many organizations still struggle with Inclusive Leadership.

While traditional diversity and unconscious bias training may raise awareness, it fails to change behavior in a sustainable manner, and it doesn’t necessarily create a more inclusive work environment.

In fact, the positive effects of most D&I training rarely last beyond a day or two, and a number of studies suggest that it can activate bias or spark a backlash.

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Lessons learned to avoid Diversity & Inclusion fatigue:

• D&I behaviors cannot be learned in a day

• Training is more impactful when complemented by other initiatives

• Target both awareness and skill development

• Focus on all employees, not just management

• Use empowerment, not coercion

• Inspire daily consciousness and practice

• Sustained behavior change takes time and repetition

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»Organizations should focus less on extinguishing their employees’ unconscious thoughts, and more on nurturing ethical, benevolent,

and inclusive behaviors.« – Bloomberg.com

»Diversity will not stick without inclusion.

Inclusion will not stick without a sense of belonging.

Neither will stick without understanding who we truly are, being who we are and being accepted and included for who we are.«

Lyndsey Oliver, Co-Designer Inclusive Leadership AcceleratorFounder Making MsChief, United Kingdom

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It starts with ourselves.

Humans have an innate need to be valued, respected, accepted and encouraged to participate fully in whatever culture they are a part of. As companies have become more aware that their employees‘ psychological needs don‘t end at the office door, they‘ve started to expand their definitions of diversity and inclusion to include belonging as well.

The key is to make the unconscious conscious. We need to dismantle the individual and systemic patterns and barriers. Those with privilege have an obligation to take the burden of this work to create a world where all humans beings are able to live and thrive in a fair, equal and equitable world regardless of their labels. D&I are so much more than age, religion, gender, race or physical ability.

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»Diversity is being invited to the party; inclusion is being asked to dance« says D&I expert Verna Myers. »And belonging

is dancing as if nobody was watching you« we would add.

Nobody is ever just one thing. We have multiple identities.

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Diversity represents the full spectrum of human demographic differences. Inclusive Leadership is about taking individuals on a journey of self-discovery, alerting them to the biases that hamper their decision-making, and equipping them to act on this new-found self-awareness by behaving in a more consciously inclusive way.

Belonging is the experience of being appreciated as a complete person – moving away from “category” thinking. It’s about revealing the whole self through personal narratives and authenticity. Because there is always more than just one identity in an individual.

»To move the dial with respect to traditional D&I and create a more inclusive corporate culture, it is important to train our leaders to recognize

intersectionality by becoming more emotionally mature.« – Deloitte

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In our participants’ words:

»An “Aha” moment for me in this experience is that there really is no way to separate and compartmentalize parts of me. I now understand giving myself permission to show all of me is required in order to lead. It’s time to remove the mask.«

Female ASPIRE ParticipantGlobal Head Operations Quality Assurance, USA

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Even if launched with the best intentions, most D&I initiatives have not moved the needle significantly and we still struggle with true inclusion...

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• More than a third of LGBT staff (35%) in the UK have hidden that they are LGBT at work for fear of discrimination

• The World Health Organization estimates 15% of the world’s population experience some form of disability

• In 2017 within the G20 countries, women accounted on average for 17% of corporate board members and 12% of executive committee members of the top 50 listed companies

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So what if we could turn this around?

»Ensuring that employees feela sense of belonging towards theircompany is not only the right thing to do.It also engages the workforce to makebetter decisions and impact results.«

ASPIRE ClientGlobal Talent & Development, Netherlands

Diversity is good for your bottom line.

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A recent Harvard Business School survey found that companies with more diversity on their teams made between 18% and 69% more in terms of net income and operating revenue.

McKinsey states that presence of bias in the workplace affects productivity, well-being, and engagement. Companies with more gender and ethnic diversity among staff are more likely to have financial returns above national industry medians (15% for gender, 35% for ethnic diversity). US public companies with diverse executive boards have a 95% higher return on equity than companies with non-diverse leadership.

Shifting demographics, investor pressure, and a growing recognition of the positive impact of inclusive leadership have increased the focus on diversity in the C-suite.

Clearly, inclusion is a strategy for using each person’s unique and individual strengths to increase an organization’s productivity, profit and performance.

Diversity fosters talent retention and innovation:

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• Research shows that teams that operate in an inclusive culture outperform their peers by a staggering 80%

• Employees who believe their company supports diversity, report an 83% increase in their ability to innovate

• Employees whose companies help them feel included, report a 42% increase in team collaboration

• 84% of respondents say that bias has a negative effect on their happiness, confidence and well-being

• 47% of Millennials consider diversity and inclusion of a workplace in their job search

That is why we have created the Inclusive Leadership Accelerator.

»People come to us thinking they are complete, and they have it nailed. Then we challenge them to explore who they really are and why; the key influencers who have shaped them. Our challenge and their reflections are the catalyst to important and dramatic changes, allowing them to become genuine leaders of all mankind, regardless of age, gender and culture. Leaders who are whole. And it is an honor to share this journey with each of them.«

William Anderson, ASPIRE Facilitator Partner at The TeamWorks, United Kingdom

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WHAT – The Solution

The Inclusive Leadership Accelerator is a unique and highly customized 12-month learning journey that helps leaders become more inclusive. By leveraging the power of storytelling and vulnerability, this program is designed to shift behaviors sustainably. It will enable participants to:

• Discover blind spots around their own unconscious bias, prejudice and stereotypes by raising awareness• Recognize and understand their own reaction and others’ reactions towards various aspects of diversity• Adopt a language and the courage to call out non-inclusive and unacceptable behavior• Effectively lead a diverse workforce and positively influence organizational culture• Help the business implement more inclusive practices and procedures and to reap the benefits

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»Through this program, coaches were able to help leaders more effectively navigate situations and reporting relationships where they suspected that unconscious gender bias might have been an impacting factor.«

Alexander Kosnik, ASPIRE Coach Principal Onward Executive Coaching, USA

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Who should attend?

The Inclusive Leadership Accelerator is designed for participants who are open-mind-ed and have the courage to confront their own beliefs and biases. They should be willing to dissemble stereotypes and challenge themselves beyond their own norms and usual ways of thinking.

Do you have what it takes to challenge your organization outside of its comfort zone?

You are a leader, CEO, D&I expert, Talent Director or in a similar role

You want to do more than just raise awareness - you want to change behaviors

You aim to help your business implement more inclusive practices, you want to shift paradigms in your organization and positively influence culture

You already implemented D&I initiatives, but you are still struggling to see the impact and change mindsets at a deeper level

Some of your internal practices have been condemned by the media and you have to take remedial action fast

Your stakeholders are putting pressure on you to act but you don’t know how, and you are looking for an integrated end-to-end approach for your busy leaders

If you tick any of the boxes above, read on.

The Inclusive Leadership Accelerator is for you if...

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We set out to make leadership more inclusive to change the inacceptable

status quo...

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• Overall, 58% of companies globally do not have an anti-sexual harassment policy

• Some 65% of senior executives see introversion as a »barrier to leadership« and only 6% think introverts have what it takes to oversee a successful team

• At the slow speed experienced over the period 2006–2020, it will take 257 years to close the gender pay gap

HOW – The Approach

The Inclusive Leadership Accelerator combines experiential, virtual, social and gamified learning through action, reflection, feedback and coaching.

Our expert facilitators, individual coaches and hand-picked program mentors take participants on an unforgettable journey with a steep learning curve.

Inclusive Leadership skills are only as good as their application in real life. That’s why a lot of this program actually happens while practicing new skills on the job.

Our technology-supported approach allows the program to be highly scalable across different functions, divisions and geographies.

The program is delivered in English.

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Program Curriculum

BaselineAssessment

LiveModule 1

LiveModule 2

LiveModule 3

ImpactAssessment

Interactive Webinars, Homework and Journaling

Personalized Mentoring and Continuous Peer Coaching

Continuous on-the-Job Practice and Application

Online Portal, Knowledge Library and Gamified Social Learning

Individual Coaching

12–month Learning Journey

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Program Structure

Phase 1 – Open Up Phase 2 – Understand Phase 3 – Act

Challenging perceptions around:

Age – Culture – Gender – Generations – Ethnicity/Race – Religion – Sexual Identity and Orientation

Physical Ability – Mental Health – Behavioral Preferences

The second phase of the program helps to understand how the system

works: how is power constructed and how is it conveyed through language,

processes, and everyday actions? What is a micro-aggression and why

does it matter? How can we foster psychological safety? What is Inclusive Leadership and how do we become more inclusive in our own

mindset and behavior?

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This first phase is about setting the tone and building trust.

We foster courageous conversations about power and privilege.

We share personal experiences of inclusion and belonging. We learn to

listen actively without judging. We use personal narrative to foster understanding across differences.

We begin to practice inclusion instead of merely talking about it.

The third phase is all about how we can make a difference in our personal

lives and in the workplace. The Inclusive Leadership Accelerator

program equips participants with a comprehensive D&I toolbox that will serve them now and

in the future, taking organizations to new heights, thus impacting employee

engagement and corporate cultures for the better.

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In our participants’ words:

»Again, this has been a fantastic module. Going out of one’s own shell to reach out to others. I appreciate the teamwork and the passion of all experts, fully dedicated to developing us, by being challenging and kind at the same time.«

Female ASPIRE Participant Global Head of Project Management, Switzerland

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Our clients include multinational corporations from various industries.

Many say we »make magic happen«. They appreciate our thoughtful program design and meticulous end-to-end execution, in addition to our zealous commitment and drive for excellence. We do not disappoint them.

So far, we have delivered programs around the world from Brazil and Costa Rica, Denmark and Switzerland, Romania and Russia, all the way to Ghana, India and Vietnam with participants of more than 30 nationalities.

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Our Clients

»Our deep visceral need for belonging is often challenged by the invisible power structures in place. We need awakened leaders to create truly inclusive workplaces!«Aurélie Salvaire, Co-Designer Inclusive Leadership AcceleratorFounder Shiftbalance, Spain

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The Inclusive Leadership Accelerator is an ASPIRE program powered by GAIA Insights. Think of us as the conductor orchestrating your ASPIRE concert experience. Each musician is a master of their instrument, yet bringing them all together is when the magic happens. GAIA Insights is a boutique firm offering customized premium leadership development solutions and pioneering new ways of leadership development. We collaborate with a global network of coaches and more than a dozen partners, forming a strong alliance. For more information, please contact:

Aurélie Salvaire, Program DirectorMobile: +34 647 92 43 94Skype: asalvaireLet‘s connect on LinkedIn!transforming.leaders@gaia-insights.com www.gaia-insights.com

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Sources by page:02 https://www.campaignlive.co.uk/article/great-british-diversity-experiment-2016-top-5-findings/1396603

07 https://www.cleveland.com/business/2016/05/diversity_is_being_invited_to.html

08 https://www2.deloitte.com/us/en/insights/topics/talent/multidimensional-diversity.html

11 https://30percentclub.org/assets/uploads/UK/Third_Party_Reports/Women-Matter-Time-to-accelerate.pdf

11 https://www.who.int/disabilities/world_report/2011/report/en/

11 https://www.stonewall.org.uk/about-us/media-centre/media-statement/stonewall-reveals-coming-out-work-still-problem

13 https://www.ozy.com/acumen/how-millennials-are-solving-the-workplace-diversity-problem/89414/

13 https://hbr.org/2016/11/why-diverse-teams-are-smarter

13 https://www.mckinsey.com/business-functions/organization/our-insights/is-there-a-payoff-from-top-team-diversity

14 https://www2.deloitte.com/us/en/pages/about-deloitte/articles/press-releases/new-deloitte-survey-finds-organizations-inclusion-efforts- may-not-be-addressing-one-of-the-biggest-barriers.html

21 http://www3.weforum.org/docs/WEF_GGGR_2020.pdf

21 https://equileap.org/publications/

21 https://thehustle.co/why-introverts-make-great-leaders/

Version GAIA 2020/2

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