Leading an Inclusive Environment in the NHS – with Ronke Adejolu

In today’s diverse workplaces, especially within the NHS, fostering and nurturing an inclusive environment is not just a goal—it's a necessity. During a recent interview, Ronke Adejolu, a senior healthcare systems leader and CXiO, Buckinghamshire, Oxfordshire and Berkshire West ICB (BOB) and NHS England South East Region, shared her top tips on how leaders in the NHS can cultivate a truly inclusive culture. Here’s a breakdown of her insightful advice on how to lead inclusively.

Steps for Leading an Inclusive Environment

1.      Cultural Understanding and Competence

One of the most important duties for leaders in our increasingly inter-related world of today is to consistently cultivate and build cultural intelligence and competency. This is an ongoing commitment that is vital to the sustained existence of teams, organisations, and the rapidly changing digital environment. Leading diverse teams and individuals from diverse backgrounds with unique viewpoints, talents, and challenges is something we must do every day. With little or the lack of cultural competency, as leaders, we run the risk of unnecessarily excluding voices, stifling creativity, or creating environments where only a tiny percentage of people feel valued.

Leaders who have successfully integrated cultural competence and intelligence as a crucial element, understanding and accepting diversity, will attest that cultural intelligence has played a pivotal role in transforming this dynamic within their teams and organisations into a potent catalyst for collaboration.

This understanding is crucial in crafting an inclusive vision, where everyone feels seen and heard. Leaders should be aware of the varied cultural experiences that shape their team members’ views, using this knowledge to inform their leadership approach.

2. Open, Two-Way Communication

Ronke highlighted how she couldn’t can't even begin to count how many meetings she had been to where the leaders ignore or entirely disregard the quietest voices in the room. She has seen people with insightful opinions go unnoticed because others with greater voice control dominate the discussion. In addition to silencing opposing viewpoints, this disregard for others further perpetuates an environment in which the most vocal people are given the most credit. A significant loss, of the chance to truly explore the broad spectrum of perspectives, alternatives, and unique insights.

Effective communication is a cornerstone of inclusive leadership. Ronke suggests that leaders need to actively listen, ensuring they truly hear the diverse perspectives around them. More importantly, this communication should be open and void of hierarchy. It’s not just about ticking boxes or paying lip service to inclusivity. it’s about creating an environment where all voices are genuinely welcomed and valued. Leaders should foster a culture where feedback is encouraged and where everyone can engage in open dialogue, free from judgment.

3. Collaboration Beyond Optics

Collaboration is a buzzword often thrown around in discussions of inclusivity, but Ronke warns against surface-level gestures, photo opportunities and mere appearances with diverse groups. Genuine collaboration goes beyond optics. It requires a strong commitment, honest communication, and respect for one another.

Building a collaborative and inclusive environment means challenging the status quo when it fails to include those voices. It entails dismantling organisational and team silos, creating an atmosphere in which different viewpoints are not just accepted but actively sought for, and making sure that each voice is heard and appreciated. Collaboration is one that pushes the envelope and propels innovation, significant advancement and sustainable change, the recipe for long-term success.

4. Psychological Safety

There is great importance of psychological safety in inclusive leadership. People need to feel safe to speak up, share their thoughts, and be themselves. Leaders should create an environment where everyone operates on equal footing, which helps build trust and fosters open communication.

This also involves leaders showing up in a manner that reflects respect, compassion, and empathy. Leaders should regularly check their own biases and assumptions, ensuring that these don’t hinder the development of an inclusive culture

“Remember, the term “Leader” is a just a role, it’s your leadership behavior and attitude that makes all the difference” – Ronke Adejolu

5. Professional Development

To truly foster an inclusive environment, it’s crucial that everyone has equal opportunities for development regardless of what stage they are in their professional career. She also highlighted the importance of mentorship particularly for those in the early stages of their careers, coaching, and direct sponsorship for underrepresented groups.

It is the responsibility of leaders to actively co-produce development programs that close current gaps and guarantee that everyone has access to the guidance and support they need to succeed. Leaders must closely monitor progress to ensure that these measures are equitable and successful.

“Its needs to be more than cracking a door open but guiding one through step by step with wrap-around support until one reaches their destination” - Ronke Adejolu

6. Recognising Contributions

Inclusive leaders don’t hog the spotlight, it’s ok to step aside, inspire others to step up and lead, including giving credit where it’s due. Part of being an inclusive leader involves recognising and celebrating the contributions of every team member, no matter how small. It’s essential to push others forward with equitable opportunities to shine. This inspires and motivates the team, creating a culture of shared success rather than one centered on individual accolades.

7. Openness to Feedback and Self-Reflection

Finally, Ronke stressed as leaders, the importance of 360 feedback and continuous self-reflection to identify and actively address areas for improvement to prevent complacency. A reflective state of mind allows us as leaders to remain grounded, with an awareness of blind spots, coupled with the willingness to learn, grow and adapt.

Harnessing Collective Intelligence

Ronke’s closing thought underscores that true leadership isn’t about having all the answers, but about harnessing the collective intelligence, diverse and unique perspectives of the team and individuals. True success comes not from one individual, but from the collaboration of many. Inclusive leadership requires an intentional move away from minimization, to one that demands humility, openness, and a relentless commitment to growth, consistency, positive and healthy role modelling behaviour, and the commitment to continuously evolve, inspire a shared vision, while creating a safe and innovative environment where everyone feels and knows they can bring and be the best of themselves.

In summary, leading an inclusive environment requires building relationships, a social connection, and a sense of belonging where everyone can participate and contribute as equal partners.          

“It doesn’t matter how much power you think you have now, how many academic letters you have next to your name or a dream job title, being in a leadership role doesn’t automatically make you a model leader, you’ve got to be a decent human being first! Now that!!! you can’t buy!”…

Find out More at HETT North 

Join us on 26th February in Manchester at the upcoming HETT North to find out more about leading an inclusive environment and workforce in the NHS.