As workplaces seek to drive gender equity and safety, organisations are increasingly investing in both Respect at Work training and Inclusive Leadership development. While these two initiatives are highly complementary, one must come first for the other to be effective.
Respect at Work training should come first. Why? Because it provides the legal, behavioural, and cultural foundations on which inclusive leadership can be built.
Step One: Lay the Groundwork with Respect at Work Training
Respect at Work training sets a non-negotiable baseline for professional behaviour:
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It communicates expected standards of conduct.
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It reinforces legal responsibilities and duty of care.
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It addresses misconduct such as bullying, harassment, discrimination, and victimisation.
This training is typically delivered organisation-wide and ensures there is a shared understanding of what respectful behaviour looks like. Without it, efforts to promote inclusion may appear vague or optional.
Think of it as essential groundwork—before you can create an inclusive culture, you must ensure everyone knows what is unacceptable and what is expected.
Step Two: Raise the Bar with Inclusive Leadership Development
Once a respectful culture is in place, Inclusive Leadership helps organisations move beyond compliance and towards excellence and equity.
Inclusive Leadership development equips leaders with the mindset and tools to:
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Create psychological safety and belonging
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Mitigate bias in decision-making and systems
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Empower diverse teams to perform at their best
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Role model accountability, empathy, and fairness
Inclusive Leadership is aspirational. It builds upon the behavioural norms established by Respect at Work training and enables leaders to drive meaningful cultural change.
Shared Goals: What Respect at Work and Inclusive Leadership Have in Common
Despite their different emphases, Respect at Work and Inclusive Leadership development share several goals:
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Psychological Safety: Both aim to create safe, supportive environments.
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Clarity of Behaviour: Both define what positive conduct looks like.
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Culture Building: Each contributes to a fair, inclusive, and high-performing workplace.
Differences at a Glance
ElementRespect at Work TrainingInclusive Leadership DevelopmentAimPrevent misconduct; clarify standardsBuild leadership capability; embed inclusionAudienceAll staffLeaders and aspiring leadersToneRisk, boundaries, complianceGrowth, development, strategyContentLegal obligations, misconduct, reportingBias, inclusion, psychological safetyStyleOften mandatory; policy-linkedDevelopmental; usually targeted
Why Order Matters
Beginning with inclusive leadership development without first addressing behavioural expectations can lead to gaps in credibility and consistency. Leaders cannot model inclusive behaviours effectively if the organisation has not already defined respectful conduct for all.
Respect at Work Training is the foundation. Inclusive Leadership Development is the evolution.
By starting with clear behavioural standards, you create a safe and respectful environment. Inclusive leadership development then builds on that by creating a culture of belonging, innovation, and shared accountability.
Final Thought
Too often, organisations treat Respect at Work and Inclusive Leadership Development as separate initiatives. In truth, they are sequential stages on the journey towards a mature, values-aligned culture.
**Related Reading: **
https://cultureplusconsulting.com/respect-at-work-or-inclusive-leadership-training/
https://cultureplusconsulting.com/inclusive-leadership-development-or-womens-leadership-programmes/
https://cultureplusconsulting.com/the-shift-to-respect-at-work-training/