At Include-Empower, we know that embedding inclusive leadership is essential for achieving meaningful diversity and inclusion outcomes. Leaders play a crucial role in shaping workplace culture by modelling and promoting inclusive behaviours. Without their commitment, the benefits of diversity and inclusion initiatives are often limited. Research from Deloitte shows that inclusive leadership can explain up to 70 percentage points of the difference between employees feeling highly included and those feeling excluded. This effect is even greater for people from underrepresented groups. Similarly, the Centre for Talent Innovation found that organisations with inclusive leaders are nearly twice as likely to generate valuable insights. Their employees are also 3.5 times more likely to unlock their full innovative potential. Moreover, inclusive organisations are 45% more likely to experience market growth and 70% more likely to capture new markets.
What is Inclusive Leadership?
Inclusive leadership refers to the skills and behaviours leaders need to build diversity and inclusion. While diversity involves having people with different backgrounds in the workplace, inclusion ensures their ideas and perspectives are integrated into decision-making and everyday practices. However, having a diverse workforce does not automatically lead to inclusion. Barriers like unconscious bias, cultural norms, and language differences can prevent employees from contributing fully.
Inclusive leaders work to break down these barriers by creating environments where everyone feels respected, valued, and able to participate. Employees are most engaged when they experience the four key elements of inclusion: respect, belonging, empowerment, and fair progression.
Challenges to Embedding Inclusive Leadership
1. Advantage Blindness
One major challenge is that many leaders are unaware of how bias impacts their workplace. Often, leaders assume everyone has the same opportunities because they do not see the barriers faced by others. This lack of awareness can make diversity and inclusion seem abstract or irrelevant. To address this, organisations should use data and real-life stories to help leaders understand the lived experiences of diverse employees. Data reveals hidden patterns of bias, while personal stories create emotional connections that motivate change.
2. Resistance to Change
Diversity and inclusion can sometimes be seen as a threat by members of dominant groups. For instance, some may believe that increased opportunities for women or minority groups will reduce their own. It’s important to show leaders that diversity benefits everyone by driving organisational success, which creates more opportunities for all employees.
3. Uncertainty About Action
Many leaders are unsure about what steps to take to foster inclusion. Providing clear training, tools, and resources helps them feel confident in their ability to lead inclusively.
4. Breaking Old Habits
Inclusive leadership often requires leaders to change long-held mindsets and behaviours. These changes take time and consistent effort, as new habits need to be practised repeatedly to become second nature.
5. Lack of Accountability
Without measurable goals, it is difficult to ensure progress. Leaders need clear accountability through performance metrics and regular reviews to sustain their commitment to inclusion.
Six Steps to Embedding Inclusive Leadership
Step 1: Diagnose the Issues
Start by collecting data to uncover areas where bias might exist. Use tools like employee surveys, focus groups, and analytics to identify issues in recruitment, promotion, and retention. These insights provide a clear picture of challenges and opportunities, helping to build a compelling case for change.
Step 2: Engage Leaders in Change
- Build a Business Case: Clearly link diversity and inclusion to organisational goals to make it relevant to leaders.
- Create Emotional Connections: Share real employee experiences to foster empathy and motivate leaders to act.
Step 3: Transfer Inclusive Leadership Skills
Once leaders are engaged, the next step is training. Teach practical strategies for fostering inclusion, and encourage leaders to create action plans that address the specific challenges in their teams or business units.
Step 4: Promote Behavioural Change Through Practice
Action learning is a powerful way to embed change. Encourage leaders to practise inclusive behaviours in real-life situations and reflect on their impact. Follow-up sessions help them refine their approach and maintain accountability.
Step 5: Use Peer Coaching Circles
Peer coaching circles create a supportive space where leaders can share their experiences, receive feedback, and learn from each other. These sessions build long-lasting habits and extend inclusive leadership skills across the organisation.
Step 6: Establish Accountability
Finally, measure the outcomes of your inclusive leadership initiatives. Use clear metrics and assign responsibility to ensure progress. Ultimate accountability should rest with the CEO and Board of Directors, but every leader should be evaluated on their inclusive leadership skills.
The Benefits of Embedding Inclusive Leadership
Embedding inclusive leadership isn’t just about fairness—it’s a strategy for success. Organisations with inclusive leaders see higher employee engagement, greater innovation, and improved business performance. By following these six steps, your organisation can create a culture where everyone thrives.
References
- Deloitte. (2018). The Diversity and Inclusion Revolution: Eight Powerful Truths. Downloaded from Deloitte website: https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and-inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf
- Center for Talent Innovation. (2013). Innovation, Diversity and Market Growth. Downloaded from CTI website: http://www.talentinnovation.org/publication.cfm?publication=1400
- Inclusion Nudges, Nielsen & Kepinski, 2016
- Menzies (2018). Developing Inclusive Leadership: Helping Leaders See Themselves as Others See Them.
Originally published on LinkedIn