What Is Inclusive Leadership and How Can You Develop this Skill?

In recent years, companies have been more intentional in amplifying their diversity, equity, and inclusion initiatives. While many companies are developing talent acquisition strategies focused on attracting diverse candidates, it is important that companies also realize that candidates are interested in seeing DEI commitments actualized instead of theorized with policies and public statements.

The benefit of diversity in the workplace has been studied immensely. Diverse teams are more innovative, creative, and robust in collaboration. As the benefits of a diverse workforce become clear, organizations must prepare leadership to practice inclusive and equitable practices known as “inclusive leadership.”

What is inclusive leadership?

Inclusive leaders are individuals who are aware of their own biases and actively seek different perspectives to inform their decision-making and collaborate more effectively with others.

Inclusive leadership also means that leaders commit to ensuring all team members are treated equitably, feel a sense of belonging and value, and have the resources and support they need to achieve their full potential.

How can organizations promote Inclusive Leadership?

The person responsible for managing diverse teams are integral to the success of the team as well as the individuals who are part of the team. As organizations seek diversity in the workplace, they must also take the time to develop inclusive leaders by providing the appropriate training, workshops, and courageous conversations about unconscious bias, social justice, and marginalization. As organizations promote self-awareness as well as a commitment to Diverse, Equitable, and Inclusive values, Inclusive Leaders emerge.

Organizations can also promote Inclusive Leadership practices by promoting marginalized individuals into leadership roles. Marginalized groups are significantly underrepresented in leadership roles. Organizations must develop clear policies, programs, and strategies to promote leadership opportunities for underrepresented groups. They must integrate data, assessments, and climate studies to develop and assess KPIs related to Diversity, Equity, and Inclusion across all leadership levels.

It is necessary to create strategies to guarantee that members of underrepresented groups including women, Black people, the elderly, the LGBTQIA+ community, People with Disabilities, and others have the opportunity to work and be promoted in a safe, friendly, and inclusive environment. When people feel that their uniqueness is appreciated, that they belong and have a voice in the decision-making process, they feel they are included. The results arise from the use of the potential of the teams’ diversity.

Characteristics of an inclusive leader

Inclusive leaders transform with intent. Inclusive leaders must also be aware of his/her own privilege, be open to hearing the diverse views of others, and promote equitable experiences that help team members reach their full potential.

Here are other characteristics of an inclusive leader:

• Fairness and Respect
• Collaboration
• Emotional and Cultural Intelligence
• Empowerment and Growth
• Insight
• Promotes Psychological Safety
• Trust Binding

Conclusion

Inclusive Leaders are essential to lead, protect, and support diverse employees. As organizations acknowledge the benefits of a diverse workforce, they must also prepare their leaders to lead in innovative ways that promote equity, cultural competence, and collaboration. Retaining diverse employees will depend on the practices of Inclusive Leaders.

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