Below are the elements GEWEL strives to instill in D&I leaders.
A person who demonstrates honesty and understanding of diversity and inclusion, and therefore fairness, as well as the ability to trust others and a desire to help them.
As a result of that, possess confidence in oneself (high self-esteem), a broad outlook (think globally), and the ability to think long-term, cooperate with others, look positively at real situations, appreciate others, think creatively and be unafraid of change.
Listen to what others say (impossible without emotional capacity), set good examples, and demonstrate the ability to lead. In addition, cultivate the capacity to assume risk and make decisions, show empathy (listen to what others say and respect them precisely because one understands their feelings and motivations), be trustworthy (consistency between what one says and what one does, and be a person who isn’t just talk), and act with dynamic preparedness. In addition, be a leader who takes responsibility for results, good or bad (instead of blaming others).
It is not a simple task to be a D&I leader. The only one who can change you is yourself. To modify your behavior, you must recognize your own values and thoughts. A D&I leader doesn't think "How do I want to change?" but "How do I want to be?"—and can act on that. With more leaders like this, there will be more positive impacts on the people around them, and this will create an ever-more positive experience when dealing with others.
As the D&I way of thought spreads, people will come to understand their own strengths and abilities, have them valued, and gain peace of mind along with a sense of belonging. As a result, their level of contribution to the organization will increase, and by having that recognized and appreciated, their level of production will naturally rise as well, leading to what can be thought of as continuous growth for both the individual and the organization.