How diverse is your network?

Honesty call: When we planned our Melbourne trip, we largely sought introductions to other women. It’s not like we were against meeting men; it was just that we instinctively connected with people like us.

Sometimes, our instincts can be wrong.

In diversity and inclusion discussions, men are often in the spotlight for their invisible biases. This can lead us to believe they’re the only people dealing with them. That’s wildly untrue. We’re all guilty, but it’s more apparent in those in positions of power.

We all love to look in the mirror

Now the benefits of diverse leadership have been so thoroughly proven, smart organisations are actively strengthening their pipelines. They’re removing bias from recruitment and promotion processes and are investing in leadership programmes for women and allies. All these initiatives are valuable, but sometimes, they overlook even more obvious opportunities. 

When we ask women what attracted them to their current role, a top reason is the ability to report to another woman. Many won’t even bother applying if there aren’t enough women on the leadership team. Make no mistake; the make-up of your team sends a strong message about your values and opportunities for advancement – and talented women are paying attention. If your About Us page looks like a who’s who of a 1950s gentleman’s club, talk to us – but right now, we’re making a different point.

Women like to work for women because they understand the experience of being a woman. Quite frankly (ladder lifters aside), our path to success is paved more smoothly if surrounded by people like us.

Funnily enough, that’s exactly the same approach that created the gender leadership gap in the first place.

There’s no problem with preferences!

We’re not telling you off for preferring to work for people like you; we’re just highlighting a human preference. It’s natural. It can also be a very good thing; most Powrsuit partnerships are signed by women execs who are using their position of powr to lift other women up into their own. 

But while we love women supporting women, what happens if we look more broadly at this approach? We prefer to report to people like us, work with people like us, and socialise with people like us. Before we know it, we’re surrounded by people just like us.

See the problem here?

Fortunately, throughout our Melbourne trip, some great people in our network connected us with great men in theirs. We’ve had insightful and interesting conversations with people we would otherwise have unconsciously overlooked. These connections have been so valuable that they’ve given us a kick in the pants: Make room for people who aren’t like you.

We’re not just talking about gender, either. This recent LinkedIn post sums it up pretty darn well. We’re surrounded by people whose experiences of the world are very different from ours. When we don’t actively learn about them, we create big blindspots that act like a handbrake for others and ourselves.

Inclusive leadership means including people who aren’t like you

Inclusive leadership is more than a buzzword; it’s fundamental. Inclusive leaders know how to navigate various needs, expectations, values and strengths. There’s no shortcut; you can’t rely on theory alone. To hone the skills required to lead a diverse team, you must surround yourself with different perspectives and experiences. And the best place to start? Your network. 

How diverse is your network?

If we asked you to introduce us to someone you know who is neurodiverse, hearing impaired, a single parent, transgender, gay, returning from a career break, Gen X/Y/Z, or a recent immigrant, would you be able to? 

It’s ok if you can’t. If the question highlighted gaps in your network, that’s a great result. Now you know you can take action to fill them, which will require action. On top of our preference for people like us, online algorithms are designed to trap us in an echo chamber.

Break free from your bubble

On the upside, we get plenty of opportunities to break free from our bubbles every day – we just need to embrace them. From Uber rides to the dog park, meetings, gym, school pickup, sports fields and networking events, all these places provide opportunities to expand your network. Even tools like LinkedIn can expose new people and perspectives, but you’ll need to explore wider than your default feed.

By embracing curiosity and active listening, we can build relationships with people who don’t look and act like us. If people like you are the majority, it’s even more important to seek out those who aren’t.

Do we always get it right in our own lives? Of course not. Not many of us do. But this trip was a good reminder that it’s worth the effort.