The Power of Inclusive Leadership: Fostering A Culture of Diversity & Belonging.
The events of the past 12 months + have made it very clear that organisations and leaders within companies are looking to foster a more inclusive work culture.
While this isn’t something that can happen overnight, it can happen — by resetting workplace dynamics and implementing inclusive practices, starting with leadership teams. Inclusive leadership has emerged as a key driver of success.
It goes beyond simply acknowledging differences; it's about actively promoting a culture where every individual feels valued, heard, differences are embraced and people are empowered to contribute their unique perspectives.
Research from the Harvard Business Review (March 2020) found that what leaders say and do makes up to a 70% difference as to whether an individual reports feeling included.
This really matters because the more people feel included, the more they speak up, go the extra mile, and collaborate — all of which ultimately lifts organisational performance.
“Leadership is using the greatness in you to achieve and sustain extraordinary outcomes by engaging the greatness in others” - Founder of Leading Women Susan L. Colantuono.
From my own experience in D & I workstream projects and being a leader myself, here are some insights that I advocate for embracing inclusiveness leadership practice.
1. Valuing Diversity
Inclusive leadership begins with a genuine appreciation for diversity in all its forms. Understanding any unconscious bias you may have is the first step towards inclusiveness practice.
2. Be A Champion For Active Listening
Self-awareness and active listening should be the starting points to inclusive leadership and the foundation skills required for leadership.
Active listening is often a skill that is missed when onboarding and teaching new managers! Gaining alignment in outcomes from conversations and actively listening to employees gives leaders an open mind to have access to empathy, but to really engage with the employee and naturally move the conversation or desired outcomes to fruition as they will understand how the employee is feeling and better understand how to get the best from that person to achieve shared goals.
Empathy and perspective taking gives people hope that a leader cares about them and takes their views into account, rather than barrelling on with preconceptions or a narrow set of ideas about their perspectives. Moreover, it creates a sense of personal connection between leaders and a diverse set of stakeholders, making it easier to make and implement shared decisions.
When training new leaders, I refer to the research from Graham D. Bodie, Debra L. Worthington and Christopher C. Gearhart, which suggests there are four different listening styles and ensuring that leaders are aware of these and when to use. They are:
Analytical listening. This is when you’re trying to listen to a problem or a conflict with an open mind, and working to avoid any initial prejudices or taking a particular side.
Task-focused listening. This style prioritises efficiency and is about listening with a clear goal in mind.
Relational listening. This is when the listener is trying to understand the emotions behind the speaker to form a meaningful connection. These are the conversations where you can walk away from a coffee with someone and have a better sense of where their emotional state is at, even if they haven’t explicitly named their feelings. .
Critical listening. This is when the listener is assessing both the content of the conversation but also the reliability of the speaker themselves. That might sound judgmental, but it’s a really critical skill to have.
The power of effective active listening lies in being able to match your style to the situation at hand. This is when inclusive leadership is unlocked.
3. Inclusive Leaders’ Relationship With Conflict & Creating A Safe Space For Dialogue.
Open communication by creating a safe space for dialogue. Encourage team members to share their thoughts, ideas, and concerns without fear of judgment. Actively listen to diverse perspectives, as this not only enhances collaboration but also promotes a sense of belonging.
Effective inclusive leaders are those who help their people re-define the perception of conflict. A difference of opinion is not a conflict. Even a robust discussion about a difference of opinion is not conflict,” and should be embraced not shut down.
It’s important to get your workforce to a place where they can engage with conflict differently, so everyone has the freedom to express themselves, and differences of opinion are an opportunity for change.
One way leaders can do this, is to think about how they invite healthy dissent into their team meetings to create a safe space for these robust conversations.
Often, employees need to feel invited to share a different opinion or challenge their colleagues on a certain person’s perspective. Inclusive leaders can prompt this by asking questions such as the below:
If we never discussed this again, would everyone feel satisfied that we’ve examined every angle?
Under what circumstances might this idea not work? When might it be a bad idea to implement this plan?
Has anything been left unsaid? Is there something we’ve been avoiding?
What about this plan could go wrong?
Even though it can feel uncomfortable, in the long run, it’s a win-win situation for both employer and individual to drive employee wellbeing.
4. Leading By Example.
Leaders play a pivotal role in shaping organisational culture.
Demonstrate inclusive behaviour through your actions. Showcase respect, empathy, and a commitment to fairness. When team members see inclusive leadership in practice, it sets the tone for a culture that values diversity. Inclusive leadership is an ongoing journey.
Regularly assess your leadership practices and seek feedback from your team. Use this information to refine and improve your approach, ensuring that inclusivity remains a cornerstone of your leadership style.
5. Embracing Flexibility.
Recognise that individuals have different needs and preferences. Embrace flexibility in work arrangements, acknowledging that a one-size-fits-all approach may not be suitable for everyone.
This inclusivity promotes a more accommodating and supportive work environment
Building a culture of inclusion isn’t like turning on a light switch. It takes deliberate actions, starting with you demonstrating inclusive leadership behaviours. If you do your part, you won’t just be talking the talk, you’ll be walking the walk — and inspiring others to follow suit. That’s what inclusive leadership is all about.
Book your free consultation call with Alkemy Performance to see how we can support your business to bring an inclusive leadership lense into your culture your embed within your leadership philosophy and team.
hello@alkemyperformance.com +61 402 395 702
