InclusionBecoming an Inclusive Leader in 2024
Inclusion, Leadership

Becoming an Inclusive Leader in 2024

By and large, most of us are familiar with the terms and concepts of diversity and inclusion.  We know that unless we internalize and begin to make inclusion a way of life, the story of a diverse and vibrant workforce will be a dream on paper.

Simply assembling a diverse workforce from varied cultural backgrounds, genders, generations, and experiences is not enough to unlock their potential. We have to create a culture where one feels belonged and included without bias or prejudice.

Leaders need to become role models of inclusive leadership that values and respects the unique perspectives and contributions of every team member.

Research has time and again established the correlation between inclusive culture and performance. Teams led by inclusive leaders are more likely to report higher levels of performance, make better decisions, and exhibit collaborative behaviours. Moreover, inclusive leadership contributes to increased employee retention and reduced absenteeism, resulting in tangible cost savings for organisations.

Let us look at the traits of leaders who practice inclusion as a way of life:

  • Visible commitment: Inclusive leaders demonstrate authentic dedication to diversity and inclusion, challenging the status quo and making it a personal priority.
  • Humility: They are humble about their capabilities, admit mistakes, and create an environment where others feel comfortable contributing.
  • Awareness of bias: Inclusive leaders acknowledge their blind spots and actively work to mitigate biases within themselves and the organisation.
  • Curiosity about others: They possess an open mindset and genuine interest in understanding the perspectives of others, fostering empathy and connection.
  • Cultural intelligence: Inclusive leaders are attuned to the cultural nuances of their team members and adapt their approach accordingly.
  • Effective collaboration: They empower team members, prioritise diversity of thought, and cultivate an environment of psychological safety where everyone feels valued and heard.

Becoming an Inclusive Leader in 2024: Practical Steps

  • Proactive and continuous self-awareness
  • Becoming aware of your own conscious and unconscious bias
  • Master the art of making a difference with DIFFERENT
  • Be sensitised to the fact that men and women are different, not superior or inferior.
  • Seek regular feedback from diverse team members to gain insights into how your leadership is perceived
  • Walk the talk of inclusive leadership by raising your awareness in processes like recruitment, promotions, work distribution, etc. Take a step back to review some of your recent decisions and analyse for patterns, preferences, favourites, and prejudices
  • Embrace diversity: Actively seek out diverse perspectives, invite marginalised voices to the table, and foster an environment where all contributions are valued.
  • Be on top of the learning curve by upgrading yourself on the dynamics of generational, gender, cultural diversity, etc.

Inclusiveness is not just nice to have on teams. Our research indicates a direct improvement in performance. Teams led by inclusive leaders are 17% more inclined to declare themselves as high-performing, 20% more likely to claim they reach high-quality decisions, and 29% more inclined to exhibit collaborative behaviour. (https://hbr.org)

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