Posted: 4 Min ReadDiversity & Inclusion

Inclusive Leaders Create Cultures of Belonging Where Everyone Can Thrive

Inclusive leadership begins with an inner commitment to self development. When we are more mindful of the impact of our biases, perspectives, and interactions, we create a more inclusive environment for everyone.

In a 2015 short promo video from Deloitte, they say, "Inclusive leaders see diversity as their greatest opportunity, not as their biggest threat." In a related article from 2016, Deloitte also says that "inclusive leadership is a new capability." In other words, the traditional, top-down, "do what I tell you to do" model of leadership is outdated, but the skills required to be an inclusive leader aren't necessarily innate, and they have to be learned. 

According to Deloitte, there are six traits of an inclusive leader: 
  1. Commitment
  2. Courage
  3. Cognizance
  4. Curiosity
  5. Cultural Intelligence
  6. Collaboration 

Intellectually, those concepts may be simple enough, but when we dig a little deeper, we realize that living and breathing these traits takes constant effort and – for many people in leadership positions – a shift in mindset, an eradicating of old entrenched habits that are anything but inclusive. 

Living and breathing these traits takes constant effort and a shift in mindset. 

So how do we transition to an inclusive leadership model where we are creating cultures of belonging where everyone can thrive? 

Commitment

It's easy enough for leaders to slap their name onto a few quotes about valuing diversity, or repeating carefully prepared talking points in front of the board, at all-hands meetings, or in media appearances. But unless and until you actually believe what you're saying, the effort will be superficial, short-lived, and ineffective. As Stacy Parson, Partner at Dignitas, says, if you are motivated by crises, conflicts, or compliance, but not truly committed to creating cultures of inclusion, you will not affect real change. Being committed requires that you are in it for the long haul. 

Courage

Because many people in leadership positions have low fluency in talking about issues of diversity and inclusion, they abstain from vocalizing support and enacting change that benefits every member of their team. This can no longer be an excuse. Inclusive leaders must have the courage to learn and grow, make mistakes, ask for support, and admit when they don't know what they're talking about. An inclusive leader must be willing to take personal risks and be publicly vulnerable. When others see that you care about their lived experiences, and that you are sincerely trying to be inclusive, you build trust and connection with your team. You don't have to be perfect. 

When others see that you care about their lived experiences, and that you are sincerely trying to be inclusive, you build trust and connection with your team. You don't have to be perfect. 

Cognizance

We all have biases – both conscious and unconscious – that can derail our attempts at inclusive leadership. The goal, then, is not to eliminate our biases altogether (that would be impossible) but to be aware of them, and work to lessen their effects on our thoughts, words, and behaviors. This requires being mindful of the impact of our thoughts, words, and behaviors, and how they might differ from our intentions. We must be willing to self-reflect, self-regulate, and interrupt our thought patterns that represent old habits that are non-inclusive to people "not like us." 

Curiosity

Being curious requires that you approach everything with a beginner's mindset, that you always lead with empathy and compassion, and that you embrace uncertainty. When you have a high tolerance for ambiguity, you create a culture for growth, and allow for creative and innovative ideas to surface. Inclusive leaders are comfortable being in a state of negative capability, which is the ability to contemplate the world without the desire to try to fit it into closed and rational systems. Inclusive leaders trust the process, they trust their team, and they trust themselves to deliver what's best for each member of their team. 

Cultural Intelligence

Cultural intelligence – also called cultural competence – is the ability to recognize that not everyone sees the world through the same cultural frame. It's knowing and embracing that your norm isn't necessarily the norm. Leaders who display high cultural intelligence listen more than they speak, they ask for insight and input from all members of their team, and they are interested on purpose in learning all they can about people and cultures with whom they are unfamiliar. Culturally intelligent leaders are emotionally agile, embrace change, and have done their own personal development work to get to place of self-confidence and self-actualization.

Leaders who display high cultural intelligence listen more than they speak.

Collaboration

Inclusive leaders are always looking to empower others. They know that a diverse team is greater than the sum of its parts. Inclusive leaders realize that their main job is not to tell people what to do, but to inspire and motivate people to create and innovate on their own. An inclusive leader uses the power of collaboration to build team cohesion, get better results, and foster a culture of belonging where each individual is validated, contributive, and thriving. Inclusive leaders value thought partnership and multiple perspectives, and know that the next great idea can come from anyone on the team if they are given the opportunity to shine. 

Conclusion

Inclusive leaders know their origin story. They can clearly articulate their values and why they care. Inclusive leaders have respect and compassion for the vast dynamism of the human condition, and they know what gives them purpose and intrinsic motivation. Inclusive leaders know that fulfillment – for themselves and for those they lead – comes not from making a lot of money or having a fancy title, but from building strong relationships, making an impact, and experiencing growth on a consistent basis. Inclusive leaders know that each individual is unique, and that each individual – no matter their background or status – wants to be heard and validated. 

An inclusive leader creates a culture of belonging where everyone can thrive. 

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About the Author

Jared Karol

DEI Global Program Manager; Workplace Culture Consultant

Jared is a former DEI Global Program Manager. He is a Workplace Culture Consultant and Public Speaker, focusing on strategic communications, leadership development, and cultural competency. Learn more at https://jaredkarol.com/.

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