Inequity of all types is an issue at the forefront of organizations across the nation. As a result, employees are demanding more inclusive leadership to strengthen workforces. -BY Belinda Jones
Employees across the nation are taking notice of inequity – racially based, gender based, status based, and more -- and demanding change. This newfound attention, thanks to better diversity and inclusion audits, more employee feedback, better reviews of HR data, increased participation in training and development programs, and more experts who are willing to consult on racial issues, means organizations will need to take action – and soon! For many, that action looks like a concentrated effort to build a more equitable organization through more investment in building inclusive leaders.
Of course, beyond appearing responsive to employee demands, in leadership offers companies a wide variety of meaningful benefits. These include improved employee engagement and satisfaction, increased innovation and creativity, greater attraction and retention of top talent, enhanced reputation and brand image, and improved financial performance. To get there, the paragraphs ahead will discuss what it means to embrace inclusive leadership in today’s markets and how these new skills can be leveraged.
Inclusive leadership is about creating a work environment where everyone feels valued, respected, and able to contribute. Inclusive leadership involves actively working to eliminate barriers and biases that may prevent some people from fully participating and thriving.
The first step in promoting inclusive leadership is simply in creating awareness of the issue. According to the Harvard Business Review (HBR), if employees at an organization don’t believe that racism exists in the company, diversity initiatives put in place will be perceived as the problem and not the solution to a pre-existing issue. Once awareness has been established, the HBR advocates for a five-step pathway for racial equity to guide organizations through culture change and open doors for leaders from all backgrounds to rise up.
Indeed, one of the largest benefits of inclusive leadership can involve creating opportunities for underrepresented groups. This happens by fostering open communication and collaboration and promoting diversity and equity within the organization. As individuals from a broader swathe of backgrounds than stereotypical or historically dominant groups step up, it creates a positive feedback loop for all talent that opportunities are available and the company culture is welcoming. With younger generations increasingly making career decisions based on organizations that honor and live up to social justice ideals, this authenticity in leadership and conversations can quickly become a recruiting and talent pipelining advantage.
Methods for Leaders to Learn
Important Behavior Changes
Of course, as organizations build more inclusive leadership structures, existing leadership teams need to be brought along. At times, this may require behavioral changes and mindset shifts as well as operational adjustments. Fortunately, there are a number of proven methods to help make these transitions smooth.
A first step is to participate in existing training and development programs. Many organizations offer training programs specifically designed to teach leaders how to be more inclusive. Rather than being performatively attended as a “tick box” exercise, leaders need to be present and authentically engaged with the material.
Next, companies will want to make inclusive leadership training a part of their core curriculum for executive development. Beyond what is offered to general staff, these classes and coaching sessions can give more space for nuanced conversations and job-specific behavior adaptations. Many leaders who feel lost or “on eggshells” around inclusivity topics are likely to deeply appreciate this more focused approach as they move up through the ranks of the organization.
Finally, companies will want to build an accountability culture with leadership by encouraging leaders to seek feedback and coaching from their teams and colleagues about their inclusive leadership behaviors. This will help address differences in perception of change and help ensure that new skills are being appropriately implemented and modeled throughout the organizational structure.
Practicing Inclusive Leadership As A
Continually Developing Skill
As new skills and awareness around inclusive leadership are created, they must be nurtured for organizations to truly reap the benefits. In today’s markets, it is not enough to attend a few sessions and then claim ownership of an inclusive culture. Instead, firms will have to continually follow up and build on their progress to maintain the type of inclusive leadership structure that will make a difference.
In practice, this means that leaders at all levels in the organization will need to find a way to build inclusivity into their day-to-day habits. Just as with other diversity best practices, inclusive leadership isn’t a silo’d activity or something done only at specific moments. It is a mindset and a culture stance within a company that needs vigilance to be maintained.
At times, this may look like ongoing reading or coaching on inclusive leadership pursued individually. At other moments, outside coaches and guides may be needed to provide accountability and check-ins for teams looking to address longstanding inclusivity issues. Both approaches are valid – it’s really about what can be continually maintained by the firm or team.
Building an inclusive leadership culture offers many benefits to modern firms, and especially to firms whose employees are actively clamoring for change to take place. By working to embrace inclusivity in today’s markets, backing leaders as they develop their inclusive leadership skills, and creating an environment where inclusivity becomes an ongoing best practice, firms will gain the biggest advantages. These can include reduced turnover rates, higher levels of employee satisfaction, and of course, improved access to highly skilled workers from all types of backgrounds with the potential to lead the organization today and well into the future.