(1) Inclusive leadership to me is creating an environment of respect where no one is afraid to share their ideas or opinions. This is important because in most groups, people come from different backgrounds, have different experiences, and have different perspectives, which is benificial because it can lead to more effective and considerate decision making. The textbook also makes it clear that inclusive leadership is not just about letting people speak, but about making them feel valued and involved in important processes and decisions.
(1a) Diversity does not just mean race and gender. It also means things like age, economic background, religion, politics, physical disabilities, cognitive disabilities, mental health, and even the kind of social group someone comes from. All of those things affect how a person thinks and sees the world. These differences in perspective are really helpful when solving problems.
(1b) The textbook talks about inclusion through the ideas of belonging and uniqueness. It says real inclusion happens when people feel like they belong in the group, while at the same time feel valued for what makes them different. Assimilation needs to be avoided at all costs, we need differnces in opinions to be an effective group. If uniqueness is looked down upon in a group, then that group will be less effective.
(2) Growing up in Loudoun County, which is the richest county in the U.S., I understand that I objectively have some advantages over a lot of other people. As a straight white male from that area, I know I have had more opportunities than someone who has had to deal with more barriers that I have not had to deal with. At the same time, I think I became more aware of these inequalities sooner than the people I grew up with because I was raised by a single mom who is a social worker. Because of how she raised me, I learned pretty early that not everyone starts from the same place and that a lot of struggles are not personal failures, they are connected to larger systems that make life harder for some groups. I’ve seen in my community that some people get taken seriously faster than others. This will not change unless leaders step up, and do their part to help undo systemmic issues. I want to be a leader that makes a difference. To do that, I need to be aware of my own biases and shortcomings when it comes to inclusion. To help measure this our LEAD class took a global mindset survey.
On the Global Mindset Survey, on a scale of 5.00, I scored a 3.40 in cultural mindset, 3.45 in conceptualization, and 3.35 in contextualization (2a). All of these are in the middle range compared to other cadets. To me, that just means I get that people come from different backgrounds and think differently, but I’m not always the best at adjusting how I act in the moment. I might understand something after the fact, but not react perfectly right away. That’s something I still need to work on, especially in situations where things are moving fast. If I can improve this, I’ll be better at leading a more diverse team, and more likely to make a difference in my community.
(3) I try to make sure people feel like they can speak and actually be heard. One example of that was at VMI when a Black cadet was speaking out about racism and people were making fun of him for it. I stuck by him even though most people didn’t. I think that’s one of the biggest issues with this school, it doesn’t always create an environment where people feel comfortable speaking up about things like that. If someone is talking about something serious like that, they shouldn’t just get laughed off. I wanted to be someone who stood up for that cadet and helped contribute to a more respectful environment at VMI.
(3a) My cultural background definitely affects how I lead and what I assume. Being raised by a single mother who works as a social worker made me more aware that people carry things you may not be able to see right away. I think because of that, I tend to lead with empathy more than force. I also try not to assume that everybody has had the same support system, opportunities, or life experience that I have had. At the same time, I know I still have blind spots, and I try to keep that in mind as much as possible.
(4) I want to be the type of leader that anyone feels comfortable going to. I want to be approachable and create a space where people from different backgrounds feel respected, supported, and comfortable being themselves. I desire to create an environment for my followers that is built on respect. I also want to be a leader who helps people grow in a place where everyone has an equal opportunity to contribute and improve.
(4a) I think that the biggest thing is just keeping an open mind to people I'm working with. I also need to be aware if my followers, or I am ignoring someone in the group, or whether or not someone is not talking as much as others. Also making sure that the louder people in the group are not taking over the conversation. Being mindful of these things will help alleviate inequality, both in my own judgments and within my followers.
At the end of the day, I think inclusive leadership is about respect, awareness, and action. It is not enough to just believe in inclusion. A leader has to build an environment where people feel like they belong, feel valued for what makes them different, and are given a fair chance to succeed. That is the kind of leader I want to be.