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Creating inclusive workplaces is no longer optional—it’s essential. For first-time managers, this responsibility can feel daunting, but it’s also an opportunity to lay the foundation for stronger teams and a healthier workplace culture. From understanding unconscious biases to actively promoting diverse representation, inclusive behavior starts with leadership. Let’s see how!
Why Inclusion Starts With First-Time Managers
New managers are often the closest link between leadership and frontline employees. They play a critical role in shaping workplace culture, setting the tone for inclusive behavior, and directly influencing morale, engagement, and productivity. Unlike executives who may be further removed, frontline managers interact daily with team members and shape micro-cultures through their actions and decisions.
By fostering inclusive workplaces early in your leadership journey, you help cultivate a culture where diverse representation is celebrated and employee voice is genuinely heard—making it more likely that your team will perform at its highest potential.
Understanding Inclusive Behavior at Work
Inclusive behavior refers to the consistent actions, communication, and decisions that ensure every team member feels valued, respected, and able to contribute fully. These behaviors help build trust and psychological safety, which are crucial for team effectiveness and innovation.
Examples of inclusive behavior include:
- Practicing inclusive language in meetings and documentation
Swap gendered language (e.g., “guys”) with inclusive terms like “team” or “everyone.” Be mindful of cultural idioms that may exclude non-native speakers, and avoid jargon that assumes specific knowledge. - Recognizing and mitigating unconscious biases in hiring and feedback
Use structured interviews and performance reviews with standardized criteria to reduce the impact of personal bias. Encourage blind resume screenings to evaluate skills rather than names or backgrounds. - Providing safe spaces for feedback and discussion
Implement anonymous surveys, regular one-on-one check-ins, or team retrospectives where everyone can express concerns and suggestions without fear of judgment. - Promoting mentorship programs for underrepresented employees
Connect junior team members from marginalized groups with experienced mentors who can provide guidance, sponsorship, and exposure to growth opportunities. - Welcoming varied communication styles based on cultural background
Understand that some team members may come from cultures that discourage speaking up in public forums. Encourage alternative forms of expression such as written feedback or breakout group discussions.
Tools like the Inclusive Behaviors Inventory or engaging in Unconscious Bias training can help managers evaluate and strengthen their inclusive leadership practices.
Modeling Inclusive Leadership
Inclusive leadership isn’t just a concept—it’s a commitment to action. First-time managers should lead by example with behaviors that reflect company core values and contribute to greatness through difference. That includes:
- Advocating for inclusive hiring practices to expand the candidate pool
Partner with organizations that support diverse talent pipelines, such as women in tech networks or veterans’ associations. Consider nontraditional education backgrounds and transferable skills. - Encouraging active listening in virtual meetings and structured brainstorming sessions
Use digital tools like polling or chat functions to allow quieter team members to contribute. Appoint a moderator in virtual meetings to ensure all voices are acknowledged. - Building cross-functional Employee Resource Groups (ERGs) to give underrepresented voices a platform
Support ERGs by providing funding, leadership visibility, and integration into company decision-making. Encourage allies to participate and elevate ERG-led initiatives company-wide. - Incorporating feedback into leadership development goals
Regularly solicit feedback on your leadership style through 360 reviews or peer evaluations. Set measurable goals to improve inclusivity metrics and hold yourself accountable. - Using data to assess diversity and inclusion progress
Track metrics like retention rates of underrepresented groups, promotion equity, and participation in mentorship programs. Share this data transparently to build trust and momentum.
Investing in Inclusion Allies training helps managers build the skills to recognize microaggressions, navigate power dynamics, and create fair, empowering environments.
Creating a Foundation of Safe Spaces
To promote inclusive behavior at work, psychological safety must be present. This means creating a space where team members feel comfortable expressing ideas, admitting mistakes, or challenging norms without fear of backlash. Remote teams and hybrid workplaces add complexity, making intentional effort even more vital.
Here’s how to build that foundation:
- Clearly communicate meeting structure ahead of time
Share agendas in advance, clarify decision-making roles, and explain how input will be collected. This helps reduce anxiety for team members who need time to process or prepare. - Ensure all participants, including remote workers, can contribute
Use virtual whiteboards, collaborative documents, or breakout rooms to make meetings interactive. Be mindful of time zones and encourage video-on or off participation based on comfort level. - Address microaggressions or exclusionary behaviors immediately
Don’t let inappropriate jokes, dismissive comments, or stereotypes go unaddressed. Intervene respectfully, clarify expectations, and follow up privately when needed. - Celebrate diverse holidays, traditions, and cultural contributions
Acknowledge observances such as Diwali, Pride Month, or Indigenous Peoples’ Day through internal communication or team celebrations. Invite team members to share their cultural practices if they wish.
Practical Questions About Diversity in the Workplace
Every manager should ask these questions regularly to assess and improve inclusivity:
- Who is missing from the conversation?
Are certain voices consistently underrepresented in decision-making? Consider gender, race, age, disability, and other dimensions of diversity. - Are our team-building efforts inclusive of different cultural norms?
Not everyone drinks alcohol or is comfortable with highly competitive games. Offer a range of bonding activities like potlucks, storytelling circles, or volunteer days. - How do we ensure diverse representation in leadership pipelines?
Look at who gets stretch assignments, mentorship, and visibility. Are underrepresented team members receiving the same growth opportunities? - Do we provide mentorship programs for early-career team members from marginalized backgrounds?
Structured mentorship can help bridge gaps in access, boost confidence, and reduce attrition rates. - Are we tracking progress on diversity and inclusion goals using frameworks like the Global Diversity Map?
Regular audits help identify gaps and ensure accountability. Share progress transparently with the team and use feedback to iterate.
Inclusive Behavior in Action: Real Workplace Examples
Let’s explore how to translate inclusive values into daily practices:
- Rotate meeting chair responsibilities to empower different voices
This encourages leadership development and prevents dominance by a single personality. It also builds empathy and appreciation for different facilitation styles. - Acknowledge individual thinking styles during brainstorming sessions
Some team members are verbal processors; others prefer time to reflect. Offer both spontaneous discussion and asynchronous options like idea boards or suggestion forms. - Use inclusive language in job descriptions to widen the candidate pool
Avoid phrases like “rockstar” or “digital native.” Highlight inclusive benefits such as flexible work arrangements or parental leave support. - Incorporate employee voice in policy updates through anonymous surveys
Use engagement surveys and suggestion boxes to inform changes to remote work policies, DEI programs, or communication norms. - Promote ERG-led social justice initiatives that align with your company’s mission
Encourage employees to participate in community projects, educational sessions, or donation drives led by ERGs. Provide time and recognition for this involvement.
Conclusion
Inclusive behavior is not a passive value—it’s an active practice. As a first-time manager, you are in a powerful position to influence company culture, model inclusive leadership, and create workplaces where every team member can thrive.
Ready to lead with purpose? Join Voltage Control’s facilitation certification and become the kind of leader who builds greatness through difference.
FAQs
- Why is inclusivity important for first-time managers?
First-time managers set the tone for team dynamics. Embracing inclusivity early on builds trust, psychological safety, and strong collaboration, which leads to better performance and retention.
- What are some practical ways I can model inclusive behavior?
You can start by listening actively, encouraging diverse perspectives, ensuring equal speaking time in meetings, and being transparent about your decision-making processes.
- How can I improve my inclusive leadership skills?
Training, mentorship, feedback, and structured programs—like Voltage Control’s facilitation certification—can help you develop inclusive habits and frameworks.
- What makes facilitation important for inclusive leadership?
Facilitation helps leaders create spaces where everyone is heard. It ensures balanced participation, smooths over power dynamics, and supports productive, respectful collaboration.
- Who is the Voltage Control certification for?
It’s ideal for new managers, team leads, facilitators, and anyone looking to build more inclusive, collaborative environments.
- What outcomes can I expect from joining the certification program?
You’ll gain tools to lead more effective meetings, foster inclusive conversations, and build a culture where differences drive innovation and connection.
