Leading in a Changing World

We live in a world where the is a rightful and constant demand for social and gender equality. Society is examining organizations to see if they actively champion inclusion in the workplace. The international aid and development sectors are no exception. But what is inclusive leadership and how do we use to encourage different values, cultures, genders and backgrounds?

At OneVillage Partners, we see inclusive leadership as taking a proactive and committed approach in leadership in all areas – from strategic planning, hiring, policies, workplace culture and employee diversity. As a nonprofit working in rural communities in Sierra Leone we are aware of the different perspectives and background our leaders encounter and how to use these differences to foster an inclusive environment. For us, it is simple: as a community-led development organization, we want to make sure that our intention for inclusion and our impact in the field are aligned.

Here are 3 ways we ensure our intentions for inclusivity and our impact do not fall short.

1.       We avoid tokenism.

What happens when an organization intends to be inclusive, but hires only a small number of minority groups to be the face of diversity? For example, as a white-led organization based in the United States working in Africa, hiring one African in a team of Caucasians as the minimum requirement for inclusion is not enough. True and authentic inclusive leadership is leaders who are conscious of the benefits of having diverse perspectives and collaboration with those they partner with.

2.       We deepen our self-awareness.

We believe that the solid foundation to the growth of any organization is self-awareness. Working, living and trying to change societal norms in a country that is not your own may have some tensions. We are able to admit that we do not know everything and reflect that our upbringing, social identity and backgrounds are different from those we are advocating for.

By having self-awareness and understanding our own biases, our leaders and team members are able to practice true allyship and engage in acts of inclusion. Once we understand that our lived experiences are different, we are open to learning and unlearning.  That’s when we see the impact of inclusion infuse the organization.

3.       We avoid dehumanization.

A common mistake made by nonprofits is to hire a few diverse individuals as part of inclusivity, yet treat such individuals as though they do not have the same intelligence or capability as their colleagues. That is why at OneVillage Partners we ensure that our leaders are not only inclusive, but intentional about helping their team reach their full potential.

So, whether it is in your workplace (and beyond), the capacity to be inclusive as a leader is what catapults effective change in our society. By promoting inclusivity in all forms of leadership, we begin to change the narrative that surrounds international aid and create a sustaining model of inclusion that will see a change in the communities we work with.