Developing inclusive leaders is essential for fostering truly diverse and equitable workplaces. While most organisations aspire to create inclusive cultures, research shows that many fail to progress beyond a programmatic approach to diversity and inclusion. These ad-hoc initiatives often lack the mindset and behavioural shifts required for meaningful change. For example, even with gender-neutral parental leave policies, fathers may hesitate to use their entitlements compared to mothers. Without cultural transformation, such initiatives risk becoming superficial efforts rather than impactful strategies.
Why Developing Inclusive Leaders is Crucial for Cultural Change
The role of leadership is pivotal in creating an inclusive workplace. However, organisational leaders often underestimate their influence or overestimate their impact on fostering inclusion. Developing inclusive leaders ensures that they model and promote the desired behaviours needed for genuine cultural change. Research from Deloitte highlights the importance of inclusive leadership, showing that it accounts for up to 70 percentage points of difference in employees’ sense of inclusion.
Leaders set the tone for workplace culture. Unless they visibly champion diversity and inclusion, the impact of organisational initiatives will remain limited. Employees are more likely to feel valued and engaged when their leaders demonstrate genuine commitment to inclusive practices.
Bridging the Intention-Perception Gap in Leadership
One significant challenge in developing inclusive leaders is addressing the intention-perception gap. This gap arises when leaders’ intentions fail to align with employees’ lived experiences. The Intention–Perception Model of Communication is a valuable tool for helping leaders understand and address this disconnect. For example, a leadership team aiming to improve gender diversity in senior roles may send a conflicting message if it lacks female representation.
By recognising how individuals perceive and interpret leadership actions, organisations can foster inclusive leadership that resonates with employees. Positive perceptions build engagement, while negative experiences lead to disengagement and higher turnover.
Steps for Developing Inclusive Leaders
To close the gap between intentions and outcomes, organisations must focus on developing inclusive leaders through these four key steps:
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Understand the Lived Experiences of Employees
Inclusive leaders build trust by understanding the realities of their team members. This involves collecting data through engagement surveys, focus groups, and direct conversations. Approaching feedback with curiosity and a growth mindset helps leaders identify blind spots and areas for improvement. -
Clarify Leadership Intentions
Clearly defining goals is critical for developing inclusive leaders. A concise statement of intentions helps prioritise initiatives, align efforts, and measure progress. Without clarity, leaders cannot effectively communicate or model the desired changes. -
Strengthen Messaging Through Action
Leaders must “walk the talk” by consistently demonstrating their commitment to inclusion. The Leadership Shadow framework encourages leaders to focus on what they say, how they act, what they prioritise, and how they measure success. -
Monitor and Adjust Impact
Regularly assessing the impact of leadership actions ensures alignment with employee experiences. Effective leaders are open to feedback and willing to adapt when gaps persist.
The Importance of Developing Inclusive Leaders
Developing inclusive leaders is a critical component of achieving sustainable cultural change. By addressing the intention-perception gap and fostering authentic leadership behaviours, organisations can create workplaces where employees feel valued, supported, and engaged.
Learn more about strategies for developing inclusive leaders and how this approach can transform your organisational culture.
Originally published on LinkedIn