Ripples Story: Inclusive Leadership is Essential to Social Sector

In this article, Jen McKevitt, Rank’s very own Associate Director for Sunderland and the North East, describes how inclusive leadership is fundamental to the work of social leaders in the voluntary, community and social enterprise (VCSE) sector, and offers some strategies to achieve it.

Inclusive leadership is fundamental to our work as social leaders in the voluntary, community and social enterprise (VCSE) sector. Many of us might believe that inclusivity is part of our ideological make-up, social sector DNA, and raison d’etre. It is a cornerstone for addressing social inequity and structural inadequacies, building social capital, increasing community resilience and regenerating left-behind communities.

Many of us work hard year in and year out to build inclusive communities, but is it becoming more challenging? Are the issues and needs changing? Might it be argued that what’s been happening in some of our communities in terms of racially motivated hate crime and mob violence requires us to pause, reflect and rethink?

Truly inclusive leadership, particularly in communities of place, is arguably even more essential than ever in building cohesive, resilient and sustainable communities. Recognising and combating hate crime, fear, xenophobia and racially motivated hate crimes, such as those seen in many of our communities recently, must be part of that developmental process. Creating welcoming and inclusive environments, as many community anchor organisations have done for decades, provides a solid platform to help us serve our communities, make informed decisions, and achieve lasting impact.

But as social leaders, should we be doing more? Do we fully understand our communities, and are we taking account of demographic changes? What is shifting? Have tensions been building? What can we do to acknowledge a possible increase in fear and distrust? What can we do to remove barriers and build cohesion?

How can we build inclusive leadership in communities affected by hate crime?

Above: Jen, left, with Rank’s trustees and Sunderland-based Network members

Some of us may remember the days when there was the odd seasonal ‘quiet spell’, when we had a chance to pause, reflect, consider environmental, social and economic changes, consult, plan and garner resources to meet new needs. That luxury seems to be a thing of the past, but, as we did during COVID-19, a strength of the VCSE is our ability to recognise shifting needs and do what’s required because we simply should. Inclusive leadership is crucial in areas that have experienced hate crimes and riots. It fosters unity, trust, and understanding, which is essential for healing and preventing future incidents. Here are some strategies to consider:

Create space and empower staff, volunteers and trustees to reflect and question assumptions

• Foster open dialogue and encourage respectful exchange of thoughts, ideas and understanding.
• Use inclusive language that avoids stereotypes and biases.
• Explore unconscious bias and reaffirm socially equitable value systems.

Engage those who are marginalised, demonstrate empathy and understanding through

• Active listening to demonstrate a genuine interest in understanding the experiences and perspectives of individuals from diverse backgrounds.
• Recognise and validate the emotions of those affected by hate crimes/riots.
• Show respect for different cultures, beliefs, and values.
• Promote equity and fairness in policies and practices. For example, build a pipeline of inclusive talent development by empowering individuals from diverse backgrounds to develop their skills and take on leadership roles.

Education and awareness

• Educate the community about hate crimes and their impact. Promote education and peacebuilding initiatives to address underlying causes of conflict.
• Promote tolerance and respect for diversity.
• Provide training, mentoring and guidance in a supportive, non-judgemental environment.
• Train individuals to intervene safely when they witness hate crimes or discriminatory behaviour.
• Actively seek input from marginalised people to shape services and inform decision-making.

Organise inclusive services and events

• Bring people together from diverse backgrounds and seek their input in planning and delivery
• Reach out to and support all marginalised people.
• Collaborate and build partnerships with community organisations that work with refugees, asylum seekers and immigrants, faith leaders, and other stakeholders to build bridges and foster unity.

Rank’s network of leaders can create or rebuild vibrant, resilient, and equitable communities by fostering trust, empowerment, and social infrastructure.