Leaders have an extremely important role in fostering safe and productive environments to allow their people to thrive. Not only do you need an understanding of what true inclusion is, you need to be able to conduct self-reflection and put strategies in place that allow space for others to grow and develop.
The call for inclusive leadership is louder than ever. As organizations strive to create environments where every individual feels valued and heard, they are turning to managers to adopt inclusive leadership styles.
But what does it mean to be an “inclusive leader”? And how do you become one?
What Is an Inclusive Leader?
An inclusive leader is intrinsically motivated to bring out the best in people, to positively impact business outcomes. They leverage the power of diversity in their teams by creating a safe, unbiased, and equitable space making all team members feel valued, respected, and able to contribute fully.
The aim of an inclusive leader is to foster a feeling of belonging among their people through deliberate daily practices. Here are five immediate impactful practices that you can implement today to become an inclusive leader:
- Recognize and mitigate unconscious biases in hiring, promotion, and day-to-day interactions.
- Ensure equitable opportunities for growth and development for all team members, regardless of their background, identity, or personal characteristics.
- Foster open communication and encourage diverse perspectives in decision-making processes.
- Adapt a leadership style that accommodates the different working preferences and needs of team members.
- Promote cultural competence and sensitivity within the team.
How to Develop the Mindset of an Inclusive Manager
Effective leaders possess a specific mindset that shapes and directs their actions. They practice self-reflection to develop this ability, understanding how they impact those around them. This is an effective method that can help you shift toward a more inclusive mindset.
These two reflections points will allow you to develop an inclusive mindset:
- Question the source of your motivation to practice and promote inclusion. If your motivation is driven by external sources like human resources or senior leadership, then it won’t last long and your efforts will be wasted.
- Seek to connect the benefits of inclusive practice to positive business outcomes. When you come across a high performer, be curious about how included they feel and if they feel a sense of belonging to the team or organization. When your people feel like they belong, they tend to be personally driven to achieve what is best for the business.
How Managers Can Bring Inclusion into Daily Operations
Leaders who champion inclusivity are not only building better workplaces but are also setting their organizations up for long-term success. Inclusive practices foster innovation, attract top talent, and enhance overall business performance.Sarah Thompson, HR Thought Leader
After you have reflected on your behaviors and gained an understanding of the different forces impacting your daily work environment, you can identify opportunities within your daily operations to integrate and practice inclusive behaviors. Open your mind to strategies and influence inclusive practices within your broader organizational circle.
Here are some examples of actions that promote inclusion at all levels.
- Address and prevent discrimination, harassment, and exclusionary behaviors promptly and effectively.
- Seek feedback from team members on inclusivity and continuously work to improve the work environment.
- Implement flexible work arrangements to support work-life balance and accommodate various personal circumstances.
- Champion diversity, equity, and inclusion initiatives at the organizational level.
Make Your Organization Inclusion Ready
It is also critical to learn about what you can do from your position of power to influence policy and support teams to adapt inclusive practices at an organizational level.
Think about your touch points with these colleagues and departments and use each opportunity to bring inclusion to the forefront of your conversations. Inclusive leaders are successful because they embed inclusion into their mindset and daily practices.
As Organizational Psychologist Michael Chen would say, “Inclusion is not a one-time initiative; it is a continuous journey that requires ongoing commitment and reflection.” By embedding inclusive practices into the core of our operations, we build resilient and adaptive organizations. Allow for an awareness and assessment of your external forces at play and examine your dominant work culture to identify gaps and opportunities for inclusion.
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