encing food insecurity. These resources included print and electronic forms translated into multiple languages. The team also collaborated with patient navigators to share the new resources with patients and other care teams in the hospital. During and after this experience, Gerald and his care team members participated in reflective conversations about the self-awareness gained and lessons learned about their team dynamics. The team members were thankful for Gerald’s suggestion to better serve their patients and become more effective health care providers. It is vital for future RDNs and health care practitioners to learn and embody inclusive leadership prac- tices to remain competent and effective in serving clients and communities.


Dimensions of an Inclusive Climate


Inclusive leadership traits represent necessary steps in the creation of an inclusive climate. An inclusive climate, in turn, is a prerequisite for inclusion and promotes the application of diverse perspectives and ideas to enrich the decision-making process, thereby boosting the performance of diverse teams.41


An inclusive climate consists


of employees’ shared perceptions of expected and rewarded behaviors, thus influ- encing their experience and behaviors in the workplace. Everyone should embrace these conditions of inclusive climates, and those in supervisory positions must be doubly aware and committed to strengthening their role as climate engineers.48 Previous research outlines two distinct dimensions that help the cultivation of


an inclusive climate: the cultural integration of differences, and the inclusion of dif- ferences in decision making. Both of these have a direct impact on individual team members’ experiences of uniqueness and belongingness in a given environment. The cultural integration of differences emphasizes a norm of openness, value, and respect of differences, which contributes to individuals’ feelings of uniqueness.49 When effectively implemented, teams and organizations can avoid simplistic assumptions and stereotypes in problem solving and developing solutions. The cul- tural integration of differences relies heavily on effective communication regarding an individual’s values, strengths, perspectives, and ideas. The second dimension of an inclusive climate is the inclusion of differences


in decision making. This concept demonstrates the importance of an individual’s contributions to enhance work practices and can support an individual’s feeling of belongingness.48


The combination of group biases and exclusion of those with dif-


ferent perspectives can disrupt the full integration of team members and hinder the utilization of their diverse strengths.46


In contrast, the facilitation and integration of


different perspectives allows team members to focus their energy on deeper levels of problem solving and critical and systems thinking, fostering more effective solu- tions. As Nishii notes, “Facilitating inclusions requires more than preventing bias; leaders need to proactively create workgroup norms that counteract intergroup ten- sions commonly arising in diverse groups to enable and motivate group members to leverage cognitive diversity effectively.”49


Motivating all team members to integrate


different perspectives requires those in supervisory roles to embody and model doing so in a conscious and intentional process. Box 3.6 outlines action steps in communication and decision making that will


help leaders and team members alike cultivate an inclusive environment featuring effective communication, integration of diversity in processes including decision making, and inclusive leadership.


56 EFFECTIVE LEADERSHIP & MANAGEMENT IN NUTRITION & DIETETICS


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