As you consider the leaders in your business, community, and industry there are certain signs that indicate whether or not they are an evolutionary leader…or not. 

Here are 5 signs that a leader is NOT an evolutionary one:

1. They don’t address microaggressions, those brief, common interactions that send negative or hostile messages to individuals based on their race, gender, sexual orientation, age, or other marginalized identities.

    

   Have you observed, for example, a leader interrupting women with greater frequency than men during discussions, or a manager displaying surprise when a person of color demonstrates excellence in a role historically held by white employees? Although these behaviors may not stem from conscious malice, their cumulative impact can erode trust, diminish morale, and foster a toxic workplace.
2. They don’t support employee wellbeing. Employee wellbeing serves as a foundational element of a truly inclusive culture. The experience of feeling included cultivates a deeper sense of belonging among employees, which in turn significantly benefits their mental and emotional health. This positive state then naturally translates into greater engagement and higher productivity.

    

   Ultimately, a culture that values inclusion inherently supports employee wellbeing by recognizing and addressing their complete needs – their mental, emotional, and social wellbeing.
3. They don’t prioritize positive employee engagement, which makes or breaks workplace culture. At its core, workplace culture is the synergy of shared values, belief systems, attitudes, and sensibilities that exists among colleagues. A positive culture inspires the development of invested, engaged, and dedicated employees. Conversely, a negative culture can foster a toxic workplace, frequently initiating a negative progression of problematic behaviors and dysfunctional organizational dynamics that make a workplace unpleasant and unproductive.
   Effective leaders who cultivate employee engagement demonstrate sensitivity to the holistic humanity of their employees. They recognize that while some stressors originate outside of work, employees are individuals whose experiences of distress, grief, or trauma are not compartmentalized.
4. They aren’t proactive about gender equality. Despite the advancements of recent decades, gender equity remains an unrealized aspiration in the majority of workplaces. Organizations prioritizing gender diversity and equity consistently achieve superior financial results compared to their counterparts.

    

   This begs the question: why do many companies exhibit a sluggish approach to adopting gender equity practices and policies, particularly given their positive impact on business performance (and, fundamentally, their ethical imperative)?
5. They don’t ask the right questions. Often, standard business environments operate with hierarchical and competitive undercurrents that may escape our conscious awareness or intent. These power dynamics can inadvertently bolster societal inequities.

    

   However, inclusive leadership offers a strategy to cultivate a more equitable environment, ultimately benefiting all. Gaining candid feedback from your team on specific, pertinent questions can reveal the extent to which equity is driving—or inequity is hindering—your organizational culture. The essential step is simply to ask great questions and seek the insights that can propel your organization toward progress.