the Chemours Company (CC: NYSE)

Shannon Thomas

Recently I came across the profile of a previous colleague in my LinkedIn feed; we’ll call him Tim. It has been a decade since we worked together or saw each other. I know a lot can change in 10 years, but I was awestruck by his LinkedIn picture. Tim, who is a successful Chief Human Resource Officer and professional coach, was sporting the most magnificent beard (with a big, beautiful smile I might add). It was well-groomed, thick, and LONG. It would spark pure envy among beard aficionados everywhere. I mean it was truly impressive as far as beards go.

I try to share compliments, so I quickly sent Tim a note, “Tim your beard is magnificent!” What I expected back from him was a thank you followed by some typical peasantries from an old friend, like great to hear from you or hope you’re doing well and so on. Tim sent that but he also sent me this: “It’s been very moving to hear the number of people on our team who said I’ve inspired them to be their authentic self with their hair and beard after seeing an executive rocking such a long beard. I didn’t do it to make a statement, but I am glad it’s helping people.”

The inclusive leader of today is doing a lot more than the minimum of promoting a respectful workplace free of harassment; they are active promoters of inclusion consistently working to understand their employees, and how they are each unique and motivated differentlyThe inclusive leader of today is doing a lot more than the minimum of promoting a respectful workplace free of harassment; they are active promoters of inclusion consistently working to understand their employees, and how they are each unique and motivated differently

“The inclusive leader of today is doing a lot more than the minimum of promoting a respectful workplace free of harassment; they are active promoters of inclusion consistently working to understand their employees, and how they are each unique and motivated differently”

Helping people? This sent me reeling into reflection. Am I authentic? As a people leader do I show up in a way that I helps others feel confident to also be authentic? Does anyone want to come to work feeling like they need to wear some façade to be successful? I know I don’t. And when I hear employees yearning for inclusion, how does this fit in?

I started thinking about the leaders I find most authentic, how they make me feel and how it impacts an inclusive culture. I decided Tim has it right. Authenticity begets inclusion. By showing up, in his big role, as who he is both inside and out, it certainly helps others show up that way too. And if you can show up authentically and not only be accepted but valued in ways that are unique to you, this is what inclusion feels like. Personally, when thinking of how I feel when working with authentic leaders, it feels awesome knowing I can show up, as 100% me and be accepted or moreover, appreciated. This is inclusion at its best when the uniqueness of who you are is also valued.

Way more important to your brand than your facial hair is who you are and how you make others feel. The inclusive leader of today is doing a lot more than the minimum of promoting a respectful workplace free of harassment; they are active promoters of inclusion consistently working to understand their employees, and how they are each unique and motivated differently. And they are doing this in a way that is sincere, genuine, and authentic. I am not suggesting we all grow beards, but I am asking you, people leader, how do you show up? Does your team believe that they can come to work with a magnificent beard and not be judged? How can we do better?