Embracing the Outsider: Unlocking the Power of Difference in the Workplace
Have you ever felt like an outsider in your own team? Like the one person who just doesn’t fit in—perhaps because you’re too young or too old, too geeky or not technical enough, too this or not enough that? If so, you’re not alone. The feeling of being on the margins, of not quite belonging, is more common than you might think. But here’s the good news: the very thing that makes you feel like an outsider can become your ownable differentiator—your #OutsidersEdge—and fuel incredible contributions, personal fulfillment, and business growth.
The Current Landscape of Diversity, Equity, and Inclusion
Today, workplace diversity is more of a priority than ever before. Global investment in Diversity, Equity, and Inclusion (DEI) initiatives was estimated at $7.5 billion in 2020 and is projected to reach $15.4 billion by 2026, according to McKinsey’s 2023 DEI initiatives report. This increased focus on DEI should mean that diverse skills, talents, and perspectives are truly appreciated in corporations today. However, despite these investments, we still have a long way to go.
In the first quarter of 2024, employee engagement—defined as the level to which employees are highly involved and enthusiastic about their work and workplaces—hit an 11-year low. At the same time, we’re seeing increasing levels of frustration with DEI efforts at scale. One reason for this frustration is that DEI initiatives can often seem more focused on compliance, checklists, and training sessions than on fostering meaningful changes in workplace composition and attitudes. When DEI efforts become about ticking boxes rather than embracing true diversity, they can feel hollow and fail to make the intended impact.
Another issue is that, while DEI initiatives are meant to foster inclusion, they can inadvertently create new forms of exclusion. In the process of trying to include some, others may feel marginalized or shamed. This is particularly unfortunate because it misses one of the biggest opportunities in our lifetime: to create workplaces where diversity is not just about representation but about genuinely valuing different perspectives and experiences.
The Gap Between Diverse Hiring and True Inclusion
Diverse hiring is a great start, but it’s only the beginning. The real challenge—and opportunity—lies in building the bridge from diverse hiring to true diversity and inclusion. While we may not be there yet, we are in a better position today than ever before to create workplaces that truly unlock the power of “different” to boost fulfillment and growth.
True inclusion means creating an environment where everyone feels valued, heard, and empowered to bring their whole selves to work. It means recognizing that the things that make us different are not weaknesses to be hidden or overcome but strengths to be celebrated and leveraged.
Three Strategies for Leaders to Foster Inclusion
As leaders, it’s our responsibility to help our people show up more fully and authentically in the workplace. Here are three strategies to help your team members—especially those who feel like outsiders—bring their best selves forward:
Invest in Getting to Know Your Employees
Take the time to understand what helps your employees show up fully and what gets in the way. Ask open-ended questions about their experiences, challenges, and aspirations. By showing a genuine interest in your team members’ lives and perspectives, you can create a more supportive and inclusive environment.
Share Your Own Experiences of Feeling Like an Outsider
Vulnerability is a powerful tool for building trust and connection. Share your own experiences of feeling like an outsider, whether it’s because you’ve been told you’re too much or not enough in some way. By acknowledging your own struggles with belonging, you can create a space where others feel safe to do the same.
Support Outsiders Who Take the Risk to Engage Differently
When someone on your team who feels like an outsider takes you up on an invitation to engage differently, remember that the first steps are often the hardest. It takes courage to step out of your comfort zone and try something new. If you can’t be present or handle the messiness that can come with this process, don’t open the door. But if you can, offer your full support and encouragement. This can make a world of difference in helping someone feel truly included.
Building Trust Through Sincerity and Sustained Interest
Trust isn’t built overnight. It requires a sincere and sustained interest in your people. As a leader, being vulnerable yourself can help foster trust, but it’s important to do so in a way that enhances connection rather than creating a burden on others. Remember, what leaders model is what others pick up. If you show up authentically and supportively, your team members—especially those who feel like outsiders—will feel more empowered to do the same.
Your #Authenticity and support will help your outsiders bring their fullest and best selves forward, unlocking the diversity on your team and building that critical bridge to #Inclusion, #Belonging, and #BusinessGrowth.
Turning the Outsider Edge into a Competitive Advantage
The concept of the “Outsider Edge” is about turning what might initially seem like a disadvantage into a powerful asset. When we embrace our differences and use them to inform our work, we can offer unique insights and solutions that others might not see. This diversity of thought is invaluable in today’s fast-paced, complex business environment.
Diverse teams that are truly inclusive are better equipped to innovate, solve problems, and meet the needs of a diverse customer base. When people feel free to bring their whole selves to work, they’re more engaged, more creative, and more committed to their work and their colleagues. This leads to better outcomes for everyone—employees, teams, and the organization as a whole.
Conclusion: The Path to True Inclusion
We are at a pivotal moment in the evolution of the workplace. While we’ve made progress in recognizing the value of diversity, there’s still much work to be done to create truly inclusive environments where everyone feels they belong. As leaders, we have a unique opportunity to shape the future of work by embracing the differences that make each of us unique and by fostering a culture of inclusion where everyone can thrive.
By investing in your people, sharing your own vulnerabilities, and supporting those who take the risk to show up fully, you can help turn the “Outsider Edge” into a competitive advantage. In doing so, you’ll not only create a more inclusive and fulfilling workplace but also unlock the full potential of your team, driving business growth and success in the process.