Inclusive Leadership

Inclusive Leadership

by Felicity Menzies

Inclusive leadership training assists leaders in understanding their implicit assumptions and prejudgments. It also seeks to improve their motivation and ability to work with and empower diverse groups.

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Group of people in a row.

Understanding Inclusion

An inclusive culture is an environment where all employees;

  • feel respected
  • experience a sense of belonging
  • are empowered
  • can achieve their full potential

Research indicates that firms with inclusive cultures are better able to attract and engage top talent; expand into new markets and grow market share in existing markets; innovate; engage in creative problem-solving and optimal decision-making.

Learn more

Inclusive Leadership Traits

As with any culture change, success relies on leaders that model and promote desired behaviours.

A study of inclusive leaders from Australia, New Zealand, Singapore, Hong Kong, Canada, and the U.S., conducted by Deloitte, Australia, shows that such leaders possess six fundamental traits that foster diversity and inclusion on their teams.

These traits allow leaders and people managers to elicit, consider, and integrate the perspectives of a diverse group of internal and external stakeholders.

Learn more

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Courage

Inclusive leaders are not afraid to challenge attitudes and practices that yield homogeneity.

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Cognizance of Bias

Inclusive leaders exert effort to identify and overcome their biases and seek to implement practices to prevent organisational bias.

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Curiosity

Open-mindedness, a passion for learning, desire for exposure to different ideas.

meeting between four unique individuals, both male and female, racially diverse and well dressed taking place, with a comedic spirit and feel as everyone is happy and smiling together.

Ability to Foster Collaboration

Inclusive leaders create environments where all individuals feel empowered to express themselves freely.

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Cultural Intelligence

An understanding of one’s own and others’ culturally conditioned world-views and responses.

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Commitment

Cultivating a diverse and inclusive workforce takes time, energy and investment.

 Workshop Outline

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Business Case for Diversity

Topics

  • Global Mega-Trends and the Future of Work
  • Diversity Dimensions
  • Diversity of Thought
  • Innovation
  • Market Growth
  • Judgement, Problem-Solving, Decision-Making
  • Attracting Top Global Talent
  • CSR, Sustainability, Reputational & Legal Risk
  • Identifying the Drivers for Your Organisation, Department or Team
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Challenges Managing Diversity

Topics

  • Cultural Differences
  • Language & Communication Barriers
  • Stereotypes & Bias
  • Covering
  • Implications for Workgroup Performance
Group of business people discussing and working together during a meeting in office

Understanding Inclusion

Topics

  • Bringing Your Whole Self to Work
  • Respect
  • Belonging
  • Empowerment
  • Progression
  • Inclusion and Implications for Individual, Workgroup and Organisational Performance
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The Six Traits of Inclusive Leaders

Topics

  • Introduction to Deloitte’s Six Traits of Inclusive Leadership
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Courage

Topics

  • Examples of Courageous Inclusive Leadership
  • Personal & Organisational Risks & Opportunities
  • Developing Courage Through an Exploration of One’s Personal Experiences and Values
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Curiosity

Topics

  • Cognitive Blindspots (E.g., Confirmation Bias, Halo Effect, Stereotypes)
  • Letting Go of the Need to be Right
  • Learner vs. Judger Questions
  • Actively Seeking Exposure to Difference
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Cultural Intelligence

Topics

  • Cultural Diversity, Diversity of Thought & Organisational Outcomes
  • Challenges Interacting Across Cultures
  • Australia’s Cultural Diversity Leadership Scorecard
  • Cultural Bias & Leader Stereotypes
  • Introduction to the CQ Model of Intercultural Effectiveness
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Cognizance of Bias

Topics

  • Explicit and Unconscious Bias
  • The Merit Trap
  • Ingroup / Affinity Bias
  • Role & Group Stereotypes
  • Detecting Unconscious Bias (Mock IAT)
  • Examples of Bias (Gender, Age, Race, Ethnicity, Religion, Sexual Orientation, Ability, Accent & Language, Personality)
  • Intersectionality
  • Introduction to the SPACE Model of Mindful Inclusion
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Ability to Foster Collaboration

Topics

  • Six Best Practices for Eliciting Diversity of Thought in Diverse Settings
Cropped shot of a pregnant businesswoman talking to a colleague in their office

Commitment

Topics

  • Examples of Leadership Commitment to Inclusion
  • Equality vs. Equity
  • Empowering Diverse Talent
  • Responding to Bias in Others
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Action & Accountability Plan

Topics

  • Self & Peer Assessment of Strengths and Developmental Areas
  • Individual and Collective Action Steps
  • Accountability Plan

Learning Outcomes

  • Respect for and willingness to embrace individual differences and diverse perspectives
  • Appreciation of the value of the contributions of all employees
  • Linking diversity and inclusion efforts to business strategy
  • Techniques for eliciting and integrating diversity of thought and fostering a collaborative culture
  • Willingness and ability to flex leadership styles
  • An understanding of the nature, origin, and consequences of cognitive blindspots and bias
  • Techniques to manage bias in oneself and others
  • Understanding of various approaches for empowering diverse talent
  • Action and accountability plan linked to business strategy and personal strengths and developmental areas

Consistent with research on adult learning, we believe that the best learning outcomes result when participants engage holistically with program content. All Include-Empower learning and development programs incorporate experiential learning techniques, including opportunities to reflect on and apply learnings to the real-life challenges facing participants.

Leaders and people managers seeking to improve the diversity and inclusion capability of themselves and their organisations.

Recommended workshop size is 8-12 participants.

Developing an inclusive mindset requires commitment. The recommended length of the workshop is one-day. The full workshop may be run over two half-days or condensed into a half-day introductory session.

To maximise learning outcomes, participants are encouraged to complete the Implicit Association Test and Cultural Values Questionnaire as important inputs into developing their inclusive leadership capability.

We have a transparent fee structure. Please contact us for details.