The modern workplace grows more diverse by the day, bringing together employees of different backgrounds, beliefs, personalities, working styles, and more under one roof. While this multiculturalism often gets credited for boosting innovation, without proper integration, a lack of tolerance for differences can also undermine team cohesion and productivity.

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In any organization where we find ourselves, it is important for us to have open-mindedness, respect, and also as a leader in an organization sometimes allow your subordinates to contribute/ say their mind making them feel valued, and ask questions, this allows them to be original, understood and you know better what they feel so it is much easier to tolerate them this way, and in turn they put in optimal performance.

Defining Workplace Tolerance

But what exactly constitutes tolerance inside an organization, particularly one actively working to support inclusion? First, let's distinguish tolerance from blind acceptance.

Tolerance is not approval. We tolerate things we disapprove of. Tolerating certain actions or views in the workplace does not require endorsing them personally, rather it means allowing the diversity of beliefs or thoughts of employees to coexist respectfully,

• Acknowledging differences stemming from identities like race, gender, age, or religion without judgment

• Calling out intolerant statements privately while giving space for growth in understanding

• initiating conversations to clarify viewpoints non-confrontationally

A concrete example was when I worked in a fashion house, after making some garment, my boss would want some of us to fit the dress which she also took picture of and posted online, I had no problem with that I was happy to let my face grace her brand, same with some other ladies which in turn brings in more clients, but there was a lady among us that refuses whenever she is being called upon, and this time, there was a particular dress that needed fitting, and she was the only one that had the perfect body size for the dress, yet, she still refused and everyone considered her a bad person that doesn't want growth of the fashion house, even my boss disliked her, it was during one of our private chit chat she revealed to me that her religion doesn't permit her wearing such short length and style of dresses, even though she had a passion for fashion/ sewing, she was still limited on what to wear, and more, she also cant be found modelling such dresses online.

You see, even though we see nothing wrong in the dress and also marketing it online, her religion restricts her, so we have no choice but to respect her choices, my boss should have communicated and try to understand her more, it would have been easier to tolerate someone when you understand their point of view even though it's not in line with yours than making her feel psychologically unsafe and withdraw, thereby impacting her productivity, there are other section she can actively participate in and still boost the productivity of the fashion house, only through exercising this mindful, compassionate version of tolerance can true inclusion take root.

While embracing individual differences raises inevitable growing pains and tensions, the discernment to hold space for conflict without condemnation unlocks innovation only possible through dialogue. Just like my colleague, I made sure to help her share her worries with the rest of the team, to reduce the tension and make her feel at peace when working, so she can also put in her best though not in fitting and modelling, she can still make great patterns and produce more beautiful outfits.

Can we lead with tolerance amidst the discomfort? Yes, we can. Society’s future depends on it.
Some companies have prospered for decades and that doesn't mean they don't often struggle adjusting to calls for reform, they do, knowing it's the end result, peace in the workplace, and productivity that matters.

Thank you for reading.❤❤