One of my professional highlights over the past two years has been partnering with ANZ on developing inclusive leadership capability. During these online sessions across ANZ’s vast network, leader participants are most interested in practical strategies that they embed in their daily leadership practice to foster inclusive teams and leverage the benefits of diverse perspectives.
Managing diverse teams is both an opportunity and a responsibility. Inclusive leadership isn’t just about acknowledging differences—it’s about creating an environment where every team member feels valued, respected, and empowered to succeed. But what does that look like in practice? Here’s a step-by-step guide to help leaders foster inclusion and get the best from their teams.
1. Foster Psychological Safety
Inclusive leaders create spaces where team members feel safe to express ideas, ask questions, and share feedback without fear of judgment or retaliation. Psychological safety is the foundation of trust and innovation.
Practical Tips:
- Start meetings by emphasizing the importance of diverse input.
- Be intentional about listening to all voices, particularly quieter team members.
- Respond to ideas and feedback with curiosity rather than defensiveness.
2. Understand and Address Unconscious Bias
Everyone has biases, but inclusive leaders actively work to identify and mitigate them. Bias can affect decisions around hiring, promotions, and even how feedback is given.
Practical Tips:
- Use structured decision-making processes to reduce subjective judgment.
- Diversify hiring panels to minimize bias in recruitment.
- Engage in regular bias-awareness training and encourage your team to do the same.
3. Make Inclusion Part of Daily Practices
Inclusion isn’t just about policies—it’s about everyday actions. Small, consistent efforts can make a big impact on how team members experience the workplace.
Practical Tips:
- Rotate who leads meetings or presents updates to ensure equal opportunities.
- Acknowledge and celebrate cultural milestones important to your team members.
- Regularly check in with team members to understand their needs and concerns.
4. Communicate Openly and Transparently
Clear communication builds trust and ensures that everyone feels informed and included. Inclusive leaders prioritize openness while tailoring communication to suit the diverse needs of their teams.
Practical Tips:
- Share updates and decisions in multiple formats (e.g., written and verbal) to accommodate different communication styles.
- Be clear about how decisions are made and invite questions.
- Encourage two-way communication by actively seeking feedback from your team.
5. Empower Team Members
Inclusive leadership is about creating equitable opportunities for everyone to succeed. This involves recognizing each team member’s unique strengths and providing them with the resources and support they need.
Practical Tips:
- Assign stretch assignments that align with team members’ career goals.
- Advocate for underrepresented team members in high-stakes conversations.
- Regularly discuss career development and growth opportunities with each individual.
6. Measure and Be Accountable
What gets measured gets done. Inclusive leaders track their progress and hold themselves accountable for creating an equitable workplace.
Practical Tips:
- Set clear inclusion and equity goals for your team and share them openly.
- Use anonymous surveys to understand how included and valued team members feel.
- Review outcomes (e.g., promotions, hiring) to ensure equity in decision-making.
7. Lead with Empathy and Cultural Awareness
Empathy helps leaders understand and respond to the unique challenges faced by team members. Cultural awareness ensures respect for differences and fosters collaboration across diverse backgrounds.
Practical Tips:
- Take the time to learn about your team members’ backgrounds and experiences.
- Avoid making assumptions—ask questions and listen actively.
- Be flexible in accommodating cultural or personal needs, such as adjusting meeting times for global teams or respecting religious holidays.
Inclusive Leadership in Action
Inclusion isn’t a destination—it’s an ongoing journey. By fostering psychological safety, addressing biases, and creating equitable opportunities, leaders can build diverse teams that are more innovative, resilient, and successful.
Start small. Identify one or two areas where you can make immediate changes and build from there. The goal is progress, not perfection.
How are you practicing inclusive leadership in your team? Share your experiences or challenges in the comments so we can learn together.