When I first stepped into a leadership role, I was excited about the possibilities but also keenly aware of the challenges. One of the most significant lessons I’ve learned is the power of leading with love, particularly when it comes to promoting diversity and inclusion (D&I) in the workplace. This approach has not only transformed the environments I’ve been part of but has also driven tangible results that I believe would have been impossible without a strong commitment to D&I.
The Power of Leading with Love
Leading with love might sound like a soft concept, but in my experience, it’s one of the most powerful strategies a leader can adopt. At its core, leading with love means prioritising empathy, understanding, and genuine care for the well-being of every team member. It’s about creating an environment where everyone feels valued and respected, regardless of their background, identity, or perspective.
When I began to intentionally lead with love, I noticed a significant shift in the way my team interacted and collaborated. People were more willing to share their ideas, take risks, and support one another. This laid the foundation for a more inclusive environment where diversity wasn’t just tolerated but celebrated.
The Hilton Story: A Beacon of Inclusive Leadership
Hilton’s journey towards becoming a global leader in D&I is a story that deeply resonates with me. Hilton’s commitment to diversity and inclusion is not just a corporate initiative; it’s a core part of their culture. They’ve implemented policies and practices that ensure every employee, from entry-level to executive, feels seen, heard, and valued.
One aspect of Hilton’s strategy that stands out to me is their focus on creating diverse leadership teams. They understand that when leaders come from varied backgrounds, they bring different perspectives that enrich decision-making and innovation. For example, Hilton’s initiative to ensure gender parity in leadership roles has led to more balanced decision-making and a greater understanding of the diverse needs of their global customer base.
This approach has been instrumental in driving Hilton’s success in the competitive hospitality industry. By fostering an inclusive environment, they’ve been able to attract top talent, build stronger teams, and innovate in ways that set them apart from their competitors.
I saw this first hand when I did the leadership training with them for their HR summit in the Arabian peninsula region.
My Personal Experience with D&I
In my own career, I’ve seen firsthand how a lack of diversity and inclusion can stifle creativity and hinder progress. When I first entered the business, our team was almost entirely made up of individuals from India and the Philippines. While this brought a certain level of cohesion, it also limited our perspectives and, as a result, our ability to innovate and connect with a broader audience.
This experience was a turning point for me. I realised that to lead effectively, I needed to prioritise D&I in every aspect of my work. I began by re-evaluating our hiring practices, ensuring that we were reaching out to diverse talent pools and removing any unconscious biases from our selection processes. This was not just about ticking boxes; it was about finding the best people for the job, regardless of their background.
One practical step I took was implementing structured interviews that focused on assessing candidates’ skills and potential rather than their fit with the existing team culture. This change led to the hiring of individuals from various backgrounds, each bringing unique perspectives and experiences to the table.
Today, our team is a vibrant mix of Indians, Filipinos, Romanians, Pakistanis, Nepalis, and Bangladeshis. This diversity has profoundly enriched our work environment and significantly enhanced our creativity and problem-solving capabilities. By fostering a culture where everyone feels included and valued, we’ve been able to tap into a broader range of ideas and perspectives, leading to more innovative solutions.
Without D&I, The Result Would Not Have Been As Good
Reflecting on experiences, I can confidently say that without a strong commitment to D&I, the results would not have been as good. Diversity of thought, experience, and perspective is a critical driver of innovation and success. In every scenario where we prioritized D&I, we saw better outcomes—whether it was in terms of team cohesion, creativity, or business performance.
The Global Impact of Inclusive Leadership
As I continue to reflect on the importance of D&I, I’m reminded that its impact extends far beyond individual teams or organisations. Inclusive leadership has the power to drive change on a global scale, fostering understanding and collaboration across cultures and communities.
In my next post, I’ll explore how inclusive leadership can make a difference in the broader world, helping to bridge divides and create a more equitable and prosperous future for all. For now, I leave you with this thought: when we lead with love and embrace diversity and inclusion, we not only improve our own environments but also contribute to a more inclusive and compassionate world.
