In today’s workplace, it is more important than ever for leaders to be able to build trust and influence. This is especially true for leaders from ethnically diverse backgrounds.

There are a number of reasons why this is the case. First, leaders from ethnically diverse backgrounds may face unconscious bias from their colleagues. This bias can make it difficult for them to be seen as credible and trustworthy leaders.

Second, leaders from ethnically diverse backgrounds may have to work harder to build relationships with their colleagues. This is because they may not share the same cultural background or experiences as their colleagues.

Third, leaders from ethnically diverse backgrounds may have to be more assertive and visible in order to be heard and respected. This can be challenging in a workplace that is not used to seeing leaders from different backgrounds.

Despite these challenges, it is important for leaders from ethnically diverse backgrounds to build trust and influence. When they are able to do this, they can be more successful in their careers and make a positive impact on their organizations.

Here are some of the challenges that leaders from ethnically diverse backgrounds face in the UK workplace:

• Unconscious bias: Leaders from ethnically diverse backgrounds may face unconscious bias from their colleagues. This bias can make it difficult for them to be seen as credible and trustworthy leaders.
• Lack of representation: Leaders from ethnically diverse backgrounds are underrepresented in senior leadership positions. This can make it difficult for them to build relationships with their colleagues and to be seen as role models.
• Microaggressions: Leaders from ethnically diverse backgrounds may experience microaggressions from their colleagues. These are subtle, everyday slights that can make them feel unwelcome or excluded.
• Tokenism: Leaders from ethnically diverse backgrounds may be seen as token hires. This means that they may be hired because of their ethnicity, rather than their skills and experience.

Here are some tips on how to build trust and influence as a leader from an ethnically diverse background:

1. Be confident and assertive. Don’t be afraid to speak up and share your ideas. This shows that you are confident in your abilities and that you are not afraid to stand up for what you believe in.
2. Be a good listener. Take the time to understand the perspectives of others. This shows that you are interested in what they have to say and that you value their input.
3. Be respectful of different cultures. Be aware of the different cultural norms and values that exist in your workplace. This shows that you are open-minded and that you are willing to learn about different cultures.
4. Be a mentor and coach. Help others to develop their skills and abilities. This shows that you are committed to developing others and that you are willing to share your knowledge and experience.
5. Be a role model. Set a good example for others by demonstrating the behaviors that you want to see in them.

In addition to the tips above, here are some other things that need to be considered:

• The importance of allies: Leaders from ethnically diverse backgrounds need allies in the workplace. These are people who can support them and help them to build trust and influence.
• The need for a supportive workplace culture: Leaders from ethnically diverse backgrounds need to work in a workplace culture that is supportive of diversity and inclusion. This means that their colleagues need to be willing to challenge unconscious bias and to create an environment where everyone feels welcome and respected.
• The importance of self-care: Building trust and influence takes time and effort. It is important for leaders from ethnically diverse backgrounds to take care of themselves both physically and mentally. This means getting enough sleep, eating healthy foods, and exercising regularly. It also means taking time for relaxation and hobbies.

Building trust and influence is essential for leaders from ethnically diverse backgrounds. By following the tips above, they can be more successful in their careers and make a positive impact on their organizations.

Some further reading:

Frances X. Frei and Anne Morriss, “Begin with Trust,” Harvard Business Review, 2020. https://hbr.org/2020/05/begin-with-trust.

Zak, Paul, “The Neuroscience of Trust,” Harvard Business Review, 2017. https://hbr.org/2017/01/the-neuroscience-of-trust.

Why Leadership Trust Is Critical in Times of Change and Disruption – Center for Creative Leadership

https://www.ccl.org/articles/leading-effectively-articles/why-leadership-trust-is-critical-in-times-of-change-and-disruption/

The 12 Essential Qualities of Good Leaders – Jenny Garrett