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.
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.
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.
Inclusive leaders are not afraid to challenge attitudes and practices that yield homogeneity.
Cognizance of Bias
Inclusive leaders exert effort to identify and overcome their biases and seek to implement practices to prevent organisational bias.
Open-mindedness, a passion for learning, desire for exposure to different ideas.
Ability to Foster Collaboration
Inclusive leaders create environments where all individuals feel empowered to express themselves freely.
An understanding of one’s own and others’ culturally conditioned world-views and responses.
Cultivating a diverse and inclusive workforce takes time, energy and investment.
Business Case for Diversity
- Global Mega-Trends and the Future of Work
- Diversity Dimensions
- Diversity of Thought
- 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
Challenges Managing Diversity
- Cultural Differences
- Language & Communication Barriers
- Stereotypes & Bias
- Implications for Workgroup Performance
- Bringing Your Whole Self to Work
- Inclusion and Implications for Individual, Workgroup and Organisational Performance
The Six Traits of Inclusive Leaders
- Introduction to Deloitte’s Six Traits of Inclusive Leadership
- Examples of Courageous Inclusive Leadership
- Personal & Organisational Risks & Opportunities
- Developing Courage Through an Exploration of One’s Personal Experiences and Values
- 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
- 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
Cognizance of Bias
- 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)
- Introduction to the SPACE Model of Mindful Inclusion
Ability to Foster Collaboration
- Six Best Practices for Eliciting Diversity of Thought in Diverse Settings
- Examples of Leadership Commitment to Inclusion
- Equality vs. Equity
- Empowering Diverse Talent
- Responding to Bias in Others
Action & Accountability Plan
- Self & Peer Assessment of Strengths and Developmental Areas
- Individual and Collective Action Steps
- Accountability Plan
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.