The Good-Bad Binary…
Self-leadership is the start of accountability of leadership. The ability to interrupt bias and discrimination starts with leaders recognizing their presence within themselves and having the courage to interrupt both, even when it feels uncomfortable.
Weaknesses in leadership will allow systemic oppression to go uninterrupted, resulting in marginalized staff and citizens bearing the negative impacts.
“We don’t want your kind in the program…” These words were said to me by one of my professors. I asked her if she would stand as a referee for me. She responded with the above words without batting an eye or showing discomfort.
“No-fault Offences Mindset.”
Leadership accountability requires a commitment to avoiding the “no-fault offences mindset.” This mindset is seen in leaders who acknowledge the existence of systemic oppression but operate as though they are “no-fault offences”; therefore, no one can or should be held accountable. The reason behind this mindset is influenced by Western beliefs about individualism and their interpretation of conscious versus unconscious bias.
This mindset is partly associated with folks who say they have no power or control over how things are; therefore, they go with their heads down, turning a blind eye to leadership abuses.
‘Good Person’ vs. ‘Bad Person Binary’
Western cultures place significant value on the individual. Therefore, if their conduct is questioned and that person is seen as a ‘good person,’ their action is attributed to unconscious bias. Consequently, they cannot be held accountable because the negative impact of their conduct was unconscious and thus unintentional.
The opposite is seen in the individual deemed a ‘bad person.’ Their conduct and its negative impact must be conscious and intentional. Therefore, they are held accountable for their behaviour.
The Power of Integrative Leadership Practices
Integrative leaders lead with essential leadership skills, heavily informed and guided by their commitment to inter-human responsibilities. They recognize the pitfalls of the “no-fault offences mindset” and how it presents as the “good-bad binary.“ The negative impact of this mindset on marginalized and racialized staff is not lost on these leaders.
They know that whether biases are conscious or unconscious, the harm inflicted on employees and members of society is the same, which must be interrupted.
These leaders know their organization’s policies, procedures, and practices may fall under the “no-fault offences mindset” and assume accountability for their negative impacts while committing to upgrade or write new policies that support a diverse, inclusive and equitable workplace.
Relevance to The Modern Workplace:
The rise of the millennial and Gen Z workforce has brought increased attention to the need for Integrative Leadership practices.
Millennial employees born between 1980-1996 are the most ethnically diverse generation
Gen Z’s born between 1997 and 2012 are 48% ethnic minorities (USA). I will hazard a guess that the GEN Z population in Canada and some European countries is close to that.
Three out of 4 workers prefer diverse companies
Women influence 85% of buying decisions
These generations, who grew up in diverse environments valuing equality and social justice, seek workplaces that reflect their values. Integrative Leadership aligns with their expectations for a fair and respectful work environment, fostering loyalty, productivity, and engagement.
Moreover, the modern workplace is becoming increasingly global and interconnected. Organizations that embrace Integrative Leadership are better equipped to navigate the complexities of multicultural and diverse teams, enhancing their adaptability and competitiveness in a rapidly changing business landscape.
References
Built In: https://builtin.com/
Conference Board of Canada: https://www.conferenceboard.ca/insights/blogs/disrupting-diversity-inclusion-the-promise-of-behavioural-design
Economic Development: https://www.edc.ca/
Integrative & Inclusive Leadership Practices: Phyllis Reid-Jarvis, https://www.ultimatepotentials.com/
LinkedIn: https://ca.linkedin.com/
McKinsey & Company: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters
Pew Research Centre: https://www.pewresearch.org/
WBE Canada: https://wbecanada.ca/
WEK Hub: The State of Women’s Entrepreneurship in Canada: https://wekh.ca/the-state-of-womens-entrepreneurship-in-canada-2020/