As the year draws to a close, leaders have the opportunity to further increase their inclusive leadership capabilities by building authenticity in the workplace. After all, the turmoil continues and there is noise around the divide as we approach the presidential election. The aftermath of the election will undoubtedly challenge leaders and proactive measures to improve their leadership style are recommended. This article explores three ideas that leaders can take to build capacity around continuing to promote an authentic and inclusive workplace.

Invest in supporting the mental well-being of leaders

Balancing the demands necessary for today’s leader to succeed is enough to cause many sleepless nights about taking the “right course of action” when it comes to employee inclusion. Many walk the tightrope of fear of giving in to cancel culture. One approach to consider is partnering with a mental health practitioner, now seen as a positive thank you for leaders such as Simone Bileswho were transparent about the positive impact of such a pairing; leaders will gain a safe space to unpack and process difficult challenges. This strategy provides a primary vehicle for building self-awareness and unleashing new ideas in a judgment-free zone. Another result of this investment is gaining additional tools to create a psychologically safe environment for the team and the workplace in general. Internal Employee Assistance Program and Healthline are examples of resources that can help find a mental health practitioner.

Solicit more team feedback on leadership transformation

Employee feedback about motivations and challenges can help leaders succeed in increasing employee engagement and productivity. The key here is to differentiate between the traditional employee engagement survey and ensure meaningful connections that support authentic feedback. Managers who embrace the expansive goal of creating space for information to aid a transformative leadership journey will benefit. It can be challenging to hear feedback that isn’t moving in the desired direction, especially when the demands for inclusion are continually ebbing and flowing. However, progress doesn’t always have to be massive. Progress happens as long as leaders take consistent action and check how those actions resonate with team members. A leader should regularly ask team members how the leadership approach created genuine inclusion in the workplace. Asking for and acting on feedback builds trust in the team and is another win for increasing employee engagement.

Increase your appetite for embracing authenticity

Research says that microaggressions have a significant impact on women’s ability to feel safe in presenting themselves authentically in the workplace. The complexity deepens as women of color and LGBTQIA+ women face even more challenges in being authentic in the workplace. According to one Center for Talent Innovation studypeople with disabilities (ie, visible, invisible, etc.) face discrimination and bias that impacts the ability to fully disclose and contribute to the sharing of ideas, which ultimately affects the organization’s ability to fully benefit from these employees. According to one Survey Great for the workplaceonly 72% of Hispanic employees feel they can be their true selves at work. The data above illustrates the opportunity for managers to further work to promote inclusion and embracing authenticity at work. To achieve this feat, managers must model vulnerability and be open to new approaches even when they are uncomfortable. This will help improve employee well-being, job satisfaction, and team morale in an environment that is responsive to workers’ unique and multifaceted identities.

Managers must commit to continuous learning and development. However, with many responsibilities, prioritizing professional development can become a lower priority. Focusing on building skills around inclusion in the remaining months of the year will put managers on a good career path for 2025 and beyond.