When trying to foster a workplace that is equitable and inclusive for all, it is imperative for leaders to be well-trained in inclusive strategies. There is one key trait that all great leaders should possess. Some may call this trait the crème de la crème of all leadership traits: empathy. Empathy is our ability to put ourselves in the shoes of others and to understand what another person is experiencing. Leaders that are more empathetic may be more effective at fostering diverse and inclusive workplaces. How can organizations assess the empathy levels of prospective employees? And how can leaders develop and increase their empathy?
Everyone’s level of empathy is different. To gauge your level of empathy, an empathy test can be enlisted in order to understand where you stand. Empathy is one of the key determinants of emotional intelligence. Those who are more empathetic tend to also be more emotionally intelligent. It would be beneficial for organizations to include some sort of empathy measure when evaluating job candidates, and particularly those seeking leadership roles in the company. Leaders should be assessed for empathy at the start of their employment. It’s good to have an understanding of an employee’s empathy levels, but it’s important to understand that empathy is also a trait that can be developed. During performance reviews and evaluations, leaders can be coached on increasing their empathy skills. Empathy training should be incorporated into the annual training that employees receive and should be done on a continuous and ongoing basis.
For leaders who want to develop and increase their empathy for others, there are a few different tactics that can be employed.
Empathy is an essential quality that each leader in every organization should possess. While it’s effective to measure empathy levels of each job applicant to ensure you are hiring employees that possesses this critical trait, employees can also be coached and trained on how to develop their empathy levels, helping to foster a more inclusive workplace.
By Dr. Janice Gassam
Source: Forbes
Equality. Equity. Balance. These terms are widely used but they hold different meanings to different audiences. AESC talked to several members of the AESC Diversity Leadership Councils to consider gender representation at the tops of organizations, setting a marker for progress so far and mapping the path to parity.
Networking is a tricky word — especially for women in business. For some, networking conjures up images of crowded rooms full of people in suits exchanging business cards. For others, it might feel like asking someone to do something for you, which can be uncomfortable for many women.
To spot a male ally, start by looking for indicators of growth and opportunity in your workplace. Then, seek out individuals you recognize a practicing allyship behaviors. Beware of performative allyship, where there is no action behind their words. Finally, reach out to establish a relationship.
