A good first step is for the leader to have an

A good first step is for the leader to have an inclusive mindset as described
above. Such a leader will not only look for how diversity can provide
value, but will also be in tune with how problems with diversity can form
yet be alleviated. By having an inclusive mindset, the example that the
leader sets relays the message to other team members that inappropriate
actions toward a female or ethnic group member, whether intentional or
more subtle, are not to be tolerated. At the same time, the inclusive leader
will be sensitive toward other group members (e.g., White men) who may
believe that reverse discrimination could be at play. Reverse
discrimination occurs when favorable actions (e.g., hiring, promotion,
and work assignments) toward group members who are in the minority are
perceived to be unfair or unwarranted by group members who are in the
majority. It is the job of the leader to assure these majority group members
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that favorable or supportive actions toward those in the minority are not
due to reverse discrimination but, rather, due to the merit of these minority
group members.
Reverse discrimination
occurs when favorable actions (e.g., hiring, promotion, and work
assignments) toward group members who are in the minority are
perceived to be unfair or unwarranted by group members who are in the
majority.
Paradox: Building Cultural Homogeneity, While
Allowing for Diversity
As emphasized repeatedly in this book, effective leadership is largely
about dealing with paradoxes. When it comes to leading diversity, a key
paradox is balancing the leader’s desire to create a homogeneous team or
organizational culture with the desire to embrace diversity. Leaders strive
to get their followers on the same page when it comes to things like values
and norms. For example, customer support and service may be a key value
for a lot of leaders, and they attempt to make it an integral part of the
culture for all team members. In other words, they try to build a strong,
unified culture in the teams or organizations that they lead because of the
cohesiveness and sense of purpose that follows.
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On the other hand, in
the spirit of embracing diversity, leaders also want to allow for individual
differences between employees based on their backgrounds, personalities,
styles, and gender. Kevin Johnson, the NBA All-Star and former mayor of
Sacramento, California, offered a suggestion when he said, “Stick to your
principles, but abandon your assumptions.”
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Marine Corps General James
Mattis said the same thing slightly differently: “Don’t apologize for your
values, but don’t assume that they are right.”
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Thus, the way to reconcile this paradox is to stress the end goal or value,
while simultaneously allowing employees to uniquely pursue that goal or
value. For example, again consider the value/goal of customer service and
support, which has been a theme of Southwest Airlines since its inception.