Frances West on Authentic Inclusion as a Business Imperative

Moving beyond "feel good" diversity: Frances West emphasizes that authentic inclusion goes beyond traditional HR and advocacy approaches. It embeds the understanding that human diversity is at the core of disruptive innovation. This requires a shift in mindset, moving away from seeing diversity initiatives as purely philanthropic endeavors towards recognizing them as essential for future business success.

"I always felt like, you know, inclusion should not be inclusion for inclusion’s sake... We’re not doing inclusion just for the philanthropy or the kind of feel good, you know, do good kind of a mentality, it is a foundational reason that can drive disruptive innovation."

Human-first thinking for a changing world: West highlights the need for leaders who can adapt and innovate in a rapidly changing, unpredictable world. She believes that organizations can tap into a wealth of wisdom and experience by embracing diverse perspectives, including those from individuals who have faced challenges due to age, disability, or other factors.

The Six E’s of Authentic Inclusion: West introduces a framework for operationalizing inclusion within organizations. This framework, known as the "Six E’s," provides a roadmap for embedding inclusion into the DNA of an organization:

• Envision: Clearly articulating the value of diversity and inclusion in the organization’s mission statement.

• Embrace: Implementing policies and governance structures that support diversity and inclusion.

• Enlist: Allocating resources and budgets to drive these initiatives.

• Enable: Equipping employees and customers with education and training to foster inclusive practices.

• Ensure: Establishing key performance indicators (KPIs) and measurement mechanisms to track progress and ensure accountability.

• Embed: Making inclusion an integral part of the organization’s values, culture, and daily operations.

Examples of Leading Organizations: West points to companies like Microsoft, JP Morgan Chase, Bank of America, Merck, Accenture, and Boston Consulting Group as examples of organizations that are increasingly focusing on authentic inclusion, driven by both ethical considerations and a recognition of the business value it brings.

Call to Action for Executive Coaches:
West stresses the pivotal role of executive coaches in driving this shift toward authentic inclusion. By working with leaders at all levels, coaches can help organizations:

• Develop a human-first mindset: Encourage leaders to recognize the value of diverse perspectives and the unique contributions of individuals from various backgrounds.

• Embed inclusion into organizational DNA: Support leaders in implementing the Six E’s framework and integrating inclusion into their strategic planning and decision-making processes.

• Cultivate inclusive leadership behaviors: Guide leaders in developing the skills and behaviors necessary to create an inclusive work environment where all employees feel valued, respected, and empowered to contribute their best.

Additional Points of Interest:

• West highlights the role of technology in both enabling and hindering inclusion, particularly for those with disabilities. She discusses the importance of digital inclusion, ensuring that technology is accessible to everyone.

• West’s personal experience as a first-generation Asian immigrant and a woman in the tech industry has shaped her perspective on the importance of authentic inclusion.