A survey in 2023 by Inclusive Creation of over 500 professionals in Norway provides a clear picture of the current state of inclusivity in organizations, highlighting where we excel and where we need to push harder.

What's the Real Deal with Inclusive Management?

When asked to rate inclusive management on a scale of 1-5, younger folks (under 40) and those over 50 gave lower ratings. Both men and women, across all ages, echoed similar sentiments. Regions like Vestland and Viken also rated inclusive management lower than others. This points to a pressing need for improving our inclusive leadership practices across the board.

The Comfort Zone Dilemma

Feeling comfortable voicing opinions is crucial for a healthy workplace. Yet, the data shows that people in their 30s and 50s, especially women, report lower comfort levels in sharing their thoughts. Viken and Rogaland regions also lag in this area. Creating an open and safe environment for everyone to speak up is a clear opportunity for improvement.

Active Inclusion in Decision-Making: A Work in Progress

Active inclusion of diverse perspectives in decision-making processes received lower ratings from older respondents (above 45), and women rated it lower compared to men. Regions like Viken and Vestland also see room for improvement. It’s clear that while we might be making strides, there’s still work to be done to ensure everyone feels their voice is heard and valued.

Key Takeaways

• Inclusive Management Needs a Boost: Across all demographics, there’s a call for more inclusive leadership practices.

• Comfort in Communication: Creating a safe space for all voices, especially those in their 30s and 50s and women, is essential.

• Inclusion in Decision-Making: Strengthen efforts to actively include diverse perspectives, particularly focusing on older employees and regions like Viken and Vestland.

Let’s Get Inclusive: Actions Speak Louder Than Words

Leadership isn’t just about making promises; it’s about taking action. Improving inclusive practices in management, encouraging open communication, and ensuring diverse perspectives are genuinely considered in decision-making processes are steps we must take seriously. Remember, inclusive leadership is about turning promises into practices and making sure everyone feels they belong.

P.S.

We’ve identified where we need to improve. Now, it’s time to act. Encourage your leaders to foster an environment where everyone feels valued and heard. For more insights and actionable strategies, visit my website and discover how we can work together to enhance inclusive leadership in Norway. Let's make inclusion a daily practice, not just a promise!