The term diversity is often assumed to be related to race or ethnicity. However, it applies to all types of diversity including, but not limited to, age, gender, sexual orientation, ethnicity, and neurodiversity<\/a>. Having a diverse workforce is said to improve many important outcomes including innovation, employee engagement, and productivity<\/a>. However, the key to fully unlocking the benefits of diversity is inclusion. Inclusion is achieved when employees feel valued for their differences and experience a sense of belonging, allowing them to contribute fully as their authentic selves. Leadership and inclusion go hand in hand, as leaders cast a shadow across the rest of the organization. By demonstrating inclusive behaviors, an organization\u2019s leadership team can set the tone for how employees at all levels should engage with each other, fostering an environment where everyone feels valued, respected, and understood. <\/p>\n\n\n\n In a previous blog, we discussed how to embrace diversity and the six core behaviors<\/a> that employees at all levels must focus on to develop inclusion. These behaviors help us work more effectively with others, regardless of how similar or different they may be from us. Inclusive leaders go beyond this by demonstrating additional behaviors that inspire and motivate their employees to create a climate of respect, trust, and empowerment. Inclusive leaders champion change within the organization, while also demonstrating accountability and courage when it comes to issues of fairness and inclusion.<\/p>\n\n\n\n \nAt Talogy, we wanted to build on our existing model of inclusion that supports employees at all levels and include the behaviors that enable inclusive leaders. In doing so, we conducted extensive research on the topic and identified three additional behaviors that are central to inclusive leadership:\n<\/p>\n\n\n\n Inclusive leaders actively push for changes to improve fairness and inclusion within the organization. They are always open to new ideas and are consistently looking for ways to improve the work environment for others. As a result, inclusive leaders tend to be effective at communicating and implementing change. They champion new initiatives and don\u2019t shy away from the effort required to get others on board, recognizing that without doing so, they won\u2019t be able to improve the work environment for underrepresented groups. <\/p>\n\n\n\n Those who demonstrate inclusive leadership often have a positive attitude towards change and engage others in the change process, which helps facilitate meaningful improvements in fairness and inclusion across the organization. Inclusive leaders are proactive and make change happen by putting plans and initiatives into action. They also have processes in place to monitor feedback and track metrics, ensuring they have a real impact on achieving diversity and inclusion goals<\/a>.<\/p>\n\n\n\n Accountability is a key characteristic of inclusive leadership, as it ensures that commitments to diversity and inclusion are upheld within the organization. Inclusive leaders hold themselves accountable by consistently behaving in ways that ensure fair and equal treatment of all group members. Their words and actions align, as they demonstrate through their behavior that they truly mean what they say about inclusion. They don\u2019t just talk about inclusion; they follow up with meaningful action. <\/p>\n\n\n\n Inclusive leaders also hold others accountable to the same standards of fairness and inclusion. They ensure that team members follow through on their commitments and address discriminatory behavior when they see it. By holding themselves and others accountable, inclusive leaders foster trust among team members and reinforce the organization\u2019s commitment to diversity and inclusion. This is essential for creating a climate in which all employees take responsibility for inclusion, ensuring that everyone feels respected, valued, and has a sense of belonging. <\/p>\n\n\n\n Inclusive leaders have the courage to model inclusive behaviors and speak out against discrimination when they see it. It can be difficult to address bias with colleagues or even leaders, but inclusive leaders are active allies and champions for diversity. They also have the courage to demonstrate integrity and choose to do the right thing even when it is unpopular. Leaders are often making decisions that can impact certain groups differently, and inclusive leaders keep diversity and inclusion at the forefront of their minds when assessing the pros and cons of these different decisions. <\/p>\n\n\n\n Inclusive leaders who have the courage to act in these ways are likely to experience conflict. They don\u2019t shy away from this challenge and have the skills to manage conflict and maintain relationships within the organization. These displays of courage reinforce the climate that these leaders have created among their team and also communicate their commitment to diversity and inclusion to the organization. <\/p>\n\n\n\n \nAs previously discussed, inclusive leaders demonstrate the compassion and understanding that many employees desire right now in their workplace. But the benefits of inclusive leadership go well beyond that.\n<\/p>\n\n\n\n \nDecades of research have shown that organizations with greater diversity and inclusion experience the following benefits:\n<\/p>\n\n\n\nThree core behaviors of inclusive leaders<\/h2>\n\n\n\n
1. Championing change<\/h3>\n\n\n\n
2. Accountability<\/h3>\n\n\n\n
3. Courage<\/h3>\n\n\n\n
Why is inclusive leadership important?<\/h2>\n\n\n\n
The benefits of inclusive leadership<\/h5>\n\n\n\n
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