HR Matters: The power of inclusion

Ron Zarbock 

Last night I attended the dress rehearsal for a holiday concert. Upon arrival, I heard all sorts of random noises coming from different areas of the stage. Strings, percussion, wind instruments, tenors and sopranos were warming up and playing or singing individual notes. It sounded jumbled and messy; honestly, it sounded terrible. However, once the conductor took his position and the artists began to play together, their music was beautiful and inspiring.

The group numbered 50 voices and 50 instruments, who as we walked in were playing as individuals, but as the night progressed became one. From time to time the conductor stopped and provided direction to different groups. He addressed things such as volume, tempo or tone in an effort to refine their performance. A percussionist was asked to increase his crispness. The violinists needed to play with more feeling. The tenors were instructed to listen more carefully to each other to create one unified voice. The result pierced our hearts, calmed our spirit and fed our souls.

This rehearsal was a compelling lesson in the power of inclusion. Not only was each group essential, but by executing their diverse talents together they gave a more rich and sophisticated performance. Imagine a concert with percussionists only — Does it sound nearly as powerful as a diverse group of instruments playing together? Now apply this principle to your organization; Instead of the strings, winds and percussion, we have different races, genders, personal preferences, etc. Studies show that applying this lesson to your organization produces similar results.

When we focus on inclusion and are truly working to be fully inclusive inside our organizations, diversity and equality will take care of themselves. Far too often, organizations implement inclusion policies with the intention to attract and retain top talent or to be compliant with regulations. This is comparative to focusing on giving back to your community only during the holiday season. It’s a hollow sentiment. It’s all well and good but if we can create an inclusive and giving culture year-round, it makes all the difference. Just as fostering a culture of inclusion within your organization creates more powerful and sustainable growth.

What’s hard about being inclusive? Much of our behavior is fear-driven, so we tend to stay where it’s safe — in “the comfort zone..” We feel in control being around those who are like us. We see those who are different as threats, which creates a tendency to exclude those who are different. Becoming more inclusive requires movement out of the comfort zone, which can seem risky to comfort- zone dwellers.

Like a one-instrument orchestra, staying in the comfort zone robs us of depth and learning, ultimately having a negative impact on our performance. By definition, moving out of the comfort zone creates discomfort; however, we must move past “the fear zone” to experience the power of learning and growth. Remember the corrections directed to different groups during the rehearsal? A correction could be seen as embarrassing or it could be a chance to raise the level of reverence of a performance.

Creating an Inclusive Culture. The Dalai Lama stated, “When you talk you are only repeating what you already know. But if you listen, you may learn something new.” Like the tenor being asked to listen more carefully to create one unified voice, intelligent people always prefer listening rather than talking.

When the group was warming up and not listening to each other, the sounds were not pleasing. Once performing, they listened to each other as an entire organization. Each group not only had a place in the rehearsal but each group’s sound was being heard. Envision their careful, authentic listening. This means listening for learning and understanding, including everyone to achieve top performance. We may view a group different from us as a threat. Instead, see them as an opportunity to gain wisdom and insight. Listen to others with respect and openness.

Leadership. As in the rehearsal, the power created by having diverse groups performing together requires leadership and direction toward a common goal. A college group I was a part of has a creed that states “friendship amounts to those sharing a common belief in an ideal, and possessing different temperaments, talents and convictions is superior to friendship among those with the same temperaments, talents and convictions and that genuine friendship can be maintained with surrendering the principle of individuality or sacrificing one’s personal judgment.” One key with this creed is having common ideas. These are the core values of the organization.

It’s important that the leadership of an organization be inclusive.

The diversity and inclusion committee created by our organization, Spherion, is co-chaired by our president. This commitment from leadership is essential in creating a culture that effectively implements inclusion to foster growth. We have diverse committees that focus on community engagement, communication and education. Our vision is that “every person brings something unique to the table. It’s our beautiful differences — our unique experiences, upbringings, challenges, perspectives, religions and cultures — that fuel new ideas and make our organization what it is.”

Instead of having to be inclusive, use inclusion as wisdom and power. If you are a part of the leadership of an organization, don’t be inclusive just to say you are. Be a part of that inclusive culture.

Let’s be inclusive!

Ron Zarbock is the owner of Spherion Staffing in Salt Lake City.