Why This Matters

Inclusion and diversity aren’t just buzzwords. They’re about creating environments where everyone feels valued and can contribute their best. When leaders genuinely commit to these principles, it reflects in every aspect of the organization, from innovation to employee engagement. But change isn’t easy. The practices of the past are deeply entrenched, and shifting them requires a monumental personal effort. Training alone won’t cut it. It demands a commitment to ongoing learning and unlearning.

The Waves Keep Rolling In

Recent movements and events have highlighted the urgent need for genuine inclusion:

• Me Too: This movement exposed the prevalence of sexual harassment and assault, urging organizations to take a stand.
• The Voice in Parliament: Calls for better representation and inclusion in governance.
• Black Lives Matter: A global reckoning with systemic racism.
• Mental Health Crisis: Highlighting how a lack of belonging, especially when working remotely, affects mental health.
• Sexual Harassment Claims: Women marching and demanding change.
• Leadership Accountability: Senior leaders stepping down due to unacceptable statements, showing the power of collective action against non-inclusion.
• Workforce Expectations: According to GoodHire, 81% of workers would leave their job if their employer lacked a commitment to diversity, equity, and inclusion (DE&I), while 54% would take a pay cut to improve DE&I at work.

These waves signify that the train has left the station, and there’s no turning back. Being a part-time champion of inclusion and diversity is no longer acceptable. Leaders must fully commit or risk slipping up.

The Subtle Villains

Often, the biggest barriers to inclusion and diversity are not overtly hostile leaders but those who nod along without taking real action. These leaders might:

• Show subtle resistance without realizing it.
• Play both sides depending on their audience.
• Prioritize other business goals over inclusion.
• Have an impressive-sounding inclusion script but fail to walk the walk.

At Emberin, with 18 years in the inclusion and diversity trenches, we’ve seen and faced this resistance. Here’s a closer look at the biggest trends in inclusion and diversity globally right now.

1. Trust in Leadership Commitment

Employees are skeptical about leaders’ commitment to diversity and inclusion. It’s time for leaders to truly step up. We recommend our Inclusive Leadership Commitment Challenge to help leaders make genuine commitments.

2. All In or Nothing

Being a ‘part-time’ supporter when it suits is no longer enough. Full commitment is required. This means re-installing new habits of being inclusive in daily interactions. This is the approach we take on our Inclusion Habits Journey for leaders (including a version for Frontline Leaders)

3. Scrutinized Sweeping Actions

Knee-jerk reactions and PR statements about inclusion and diversity are increasingly being scrutinized. Real change involves embedding inclusive practices throughout the organization. Learn more about how we can help with our Emberin Programs.

4. Educate Your HR Team

Recent research by Josh Bersin shows that educating the entire HR team, not just inclusion and diversity specialists, is key. Organizations with strong HR capabilities in DE&I see outstanding results.

5. The Business Case

The business case for diversity is undeniable. Over 200 studies show that diversity leads to greater innovation, customer service, employee engagement, and growth. Leaders get it, but they need practical guidance on the ‘how’. Our Inclusive Leadership Program can help.

6. Perceived Inclusivity

Most leaders overestimate their inclusivity. Just because they feel included doesn’t mean their team does. Real inclusivity takes more than asking—it requires deep, ongoing engagement.

7. Inclusion and Belonging

Organizations are increasingly talking about inclusion and belonging. However, their metrics often focus on diversity. Genuine inclusion requires a shift in focus. Our Inclusion Programs can help make this shift.

8. Accountability

Passion isn’t the issue; accountability is. Many companies play the numbers game without truly integrating DEI into their business strategy. We can help with strategies to hold leaders accountable through our Leadership Programs.

9. Talent Supply Chain

Inclusion and diversity must permeate the entire talent supply chain, from hiring to promotion and growth. A hiring-only approach doesn’t solve diversity issues. Our Inclusive Talent Management Program addresses this.

10. CEO and Executive Coaching

Leading on inclusion and diversity isn’t intuitive. Executives need ongoing coaching to lead effectively. Our Inclusive Culture Narrative process provide the support they need.

Conclusion

The message is clear: it’s time to change your approach to inclusion and diversity. Passionate individuals must be willing to shift direction and embrace new strategies. At Emberin, we’re here to support you on this journey.

For more resources and support, visit our website and explore the various programs and services we offer to help embed inclusion and diversity into your organization’s DNA. Let’s move forward together towards a more inclusive and diverse future.

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What is Inclusive Leadership?

Inclusive leadership is about creating an environment where everyone feels important, heard, and empowered to contribute their best. How do you build and embed inclusive leadership in your organization? It’s not just about ticking boxes or meeting quotas; it’s about genuinely integrating diverse perspectives into the fabric of your organization. This approach leads to better decision-making, increased innovation, and stronger team performance. Inclusive leadership refers to how leaders can take action every day to ensure every team member feels like they belong and that inclusion in the workplace is real. It’s about authentic leadership across your entire organization embedding a culture of inclusion and belonging. Inclusive leaders create a safe place where all team members feel valued. 

1. Boosts Innovation: Diverse and inclusive teams bring different perspectives, leading to creative solutions and innovative ideas.
2. Enhances Performance: Inclusive leadership traits build psychological safety and high employee engagement and satisfaction, which translates to better performance.
3. Attracts Top Talent: Today’s workforce values diversity and inclusion. Being known as an inclusive leader makes your organization more attractive to top talent.
4. Strengthens Brand Reputation: Companies committed to inclusion often enjoy a better reputation, which can lead to increased customer loyalty and business opportunities.

This is what inclusive leadership looks like: 

The importance of inclusive leadership needs to be embedded into your organizational culture.  In order to build leadership effectiveness in your organization, you need to set the goal of leaders becoming an inclusive leader. This needs to be built into leadership competencies and you must ensure that inclusive leaders actively talk about what their inclusive leadership approach is.  Good leaders embody inclusive leadership in a way that makes people feel included and in teams that are likely to make better decisions because everyone has a real voice and underrepresented groups are not just tokens. 

1. Commitment

True commitment to inclusion starts at the top. Leaders must not only advocate for diversity and inclusion but also demonstrate it through their actions. This involves setting clear goals, allocating resources, and holding themselves and others accountable.

Action Tip: Conduct a DEI Health Check to understand your current position and set actionable goals. Regularly review and adjust your strategies to ensure continuous improvement.

2. Courage

Inclusive leaders also need the courage to challenge the status quo and address uncomfortable issues. This means speaking up when something isn’t right, even if it’s unpopular, and being open to feedback.

Action Tip: Implement an Inclusive Leadership Shadow program to encourage senior leaders to reflect on their actions and commitments to diversity and inclusion. This program can help leaders identify areas for improvement and develop a personal action plan.

3. Cognizance of Bias

Ensuring that your leadership development ensures inclusive leaders are aware of their bias is crucial for building an inclusive workplace. Leaders must be aware of their own biases and actively work to counteract them.

Action Tip: Introduce training sessions focused on unconscious bias and its impact on decision-making. Encourage leaders to regularly reflect on their decisions and seek diverse perspectives.

4. Curiosity

Inclusive leaders are curious about different perspectives and eager to learn from others. They actively seek out and listen to diverse viewpoints.

Action Tip: Foster a culture of curiosity by encouraging open dialogue and creating opportunities for team members to share their experiences and ideas.

5. Cultural Intelligence

Understanding and respecting cultural differences is key to creating an inclusive environment. Leaders must develop cultural intelligence to effectively navigate diverse work environments.

Action Tip: Organize leadership training on culture to help leaders and teams understand and appreciate cultural differences. Provide resources and support for continuous learning.

6. Collaboration

Inclusive leaders promote collaboration by creating a safe space where everyone feels comfortable sharing their ideas. They understand that diverse teams are more effective when everyone works together.

Action Tip: Implement team-building activities that emphasize collaboration and inclusion. Encourage cross-functional projects to bring diverse perspectives together.

Practical Steps to Foster Inclusive Leadership

1. Start with Self-Reflection: Encourage leaders to assess their own biases and areas for improvement. Tools like the Inclusive Leadership Shadow can be invaluable in this process.
2. Set Clear Goals: Define what success looks like in terms of creating an inclusive culture. Use metrics to track progress and adjust strategies as needed.
3. Provide Training and Resources: Equip leaders with the knowledge and tools they need to succeed. This includes training on unconscious bias, emotional intelligence, how to become more inclusive and effective communication. Training should be about creating new HABITS (check out our Inclusive Habits Journey for senior leaders and also a version for Frontline Leaders.)
4. Create Accountability Mechanisms: Hold leaders accountable for their actions and commitments. Regularly review their progress and provide feedback.
5. Foster an Open and Inclusive Culture: Promote a culture where everyone feels safe to express their ideas and concerns. Encourage open dialogue and active listening.

The Role of Inclusive Habits

Building inclusive habits is crucial for sustaining an inclusive culture. Emberin’s Inclusion Habits Journey focuses on teaching leaders the daily actions they need to create a sense of belonging for their teams. By embedding these habits through understanding and practice, leaders can drive meaningful change.

Key Habits Include:

• Active Listening: Show genuine interest in team members’ ideas and concerns.
• Empathy: Understand and share the feelings of others.
• Fairness: Ensure equal opportunities and treatment for all team members.
• Transparency: Communicate openly and honestly about decisions and policies.
• Support: Provide the necessary support for team members to succeed.

Conclusion

Inclusive leadership is not a one-time effort but an ongoing journey. It requires commitment, courage, and continuous learning. By fostering inclusive habits and creating an environment where everyone feels valued and heard, leaders can unlock the full potential of their teams. The benefits of inclusive leadership are clear: increased innovation, better performance, and a stronger, more resilient organization. Start your journey today by implementing these principles and watch your organization thrive.

For more insights and resources on inclusive leadership, visit Emberin.

By embracing inclusive leadership, you’re not just enhancing your team’s performance—you’re creating a workplace where everyone can thrive. Let’s lead the way in making inclusion a reality for all.

“Sorry, I think all this diversity and inclusion in workplaces, especially gender diversity stuff has gone way too far. Everyone is equal, so why are some MORE equal than others! And get favoured not on merit but by statistics in our organisation.”

And then, just a few days later, another message landed in my inbox:

“My thoughts are that this topic is destroying the fabric of society. The world has always been diverse and inclusive, the media are the problem.”

Inclusion and diversity are a high priority for companies in the top quartile who want to have a workplace culture that thrives, but resistance from employees and overall sentiment on diversity still has its challenges. Resistance is alive and well. Companies need to be aware that this resistance exists and need to build a culture where different groups of individuals can thrive and where equality and fairness of opportunity exists. To make this happen we need understand that D&I best practice has changed. We must create a culture where having diversity in the workplace is important, but inclusion is critical to ensure the workplace experience and the likelihood of financial outperformance as a result of an inclusive culture. 

After 18 years in working hard to create diverse and inclusive workplaces, it’s rare to hear such direct anti diversity in the workplace comments. To most organisations, inclusive leadership is important because leaders know that diversity is also an indicator of a great place to work. Inclusion in the workplace creates greater employee engagement, profitability and productivity.

Ensuring we create a work environment that has an inclusion strategy that focuses on inclusion and belonging as its north star is how we get there! Usually, the resistance is more subtle: “I am pro-DEI, I get the business case for diversity, BUT…”. This made me realize that many of you might also face these kinds of comments while trying to foster inclusive environments, because we know that inclusion matters! An inclusive workplace is likely to outperform, but getting the message through to everyone is still a journey. 

Here are five ways I would respond to such remarks:

1. Courageous Curiosity

One of my habits for creating inclusion at work, which I discuss in my book The 6 Habits of Being an Inclusive Leader, is courageous curiosity. It’s a way to get a real pulse on how employees feel in your organisation.  It’s challenging because we fear a negative reaction, but it’s essential in moving to a clearer relationship between diversity and being inclusive.

Example Dialogue:

• You: “I’m curious why you think that way. Can you explain more?”
• Leader: “I just feel like merit is being ignored.”
• You: “Could you give me a specific example where you felt merit was overlooked?”

By digging deeper, you often find a specific story or incident that has shaped their belief. Addressing these specifics is more effective than tackling generalizations. You need to tailor how you respond to different employees. 

2. Discussing Merit

Comments like the ones I received often stem from personal experiences of being passed over for promotions or job opportunities, feeling that a ‘diversity candidate’ was chosen and they feel that this is not equitable. We see real push back when there is a perception that diverse talent has been favoured in hiring practices because of ethnic and cultural diversity, sexual orientation, gender-diverse recruitment practices, notwithstanding the benefits of diversity. 

Example Dialogue:

• You: “Are you sure the other person wasn’t actually the best fit for the job?”
• Leader: “I don’t think so; they got it because of diversity quotas.”
• You: “Do you think merit can be subjective, influenced by our personal perceptions?”

Encouraging them to reflect on what ‘merit’ means and how it might differ from person to person can open up a more nuanced discussion, rather than them focus on the difference like racial diversity. 

3. Explaining Privilege

Privilege doesn’t mean you haven’t struggled; it means your journey was different and perhaps easier in some ways compared to others. Its an important concept to understand in an inclusive workplace. 

Example Dialogue:

• You: “Imagine you had to ride your bike over a mountain to get to a job. It was tough, but you made it. Now, think about Rita, who had to do the same journey on an old bike with no gears and no water. Both of you struggled, but her journey was tougher.”

This analogy helps people understand that while everyone faces challenges, some have it harder than others due to systemic barriers.

4. Reconsidering Fairness

One of my habits, “Fairness Tailored to You,” suggests that fairness is not about treating everyone the same but meeting individual needs. It’s a habit that requires some understanding and professional development. 

Example Dialogue:

• You: “Is treating everyone the same truly fair?”
• Leader: “Isn’t that what fairness means?”
• You: “But if we aim to get the best out of each team member, shouldn’t our approach be tailored to their needs?”

This can help them see that a one-size-fits-all approach doesn’t work in a diverse workforce.

5. Balancing Diversity and Inclusion

Resistance often arises when organizations focus only on hiring diverse candidates without fostering an inclusive environment.

Example Dialogue:

• You: “What if every team member felt excited to come to work because they felt they belonged?”
• Leader: “That would be ideal, but how do we achieve that?”
• You: “By focusing on inclusion first, we ensure that everyone, including you, benefits from a supportive environment.”

Encouraging them to be advocates for inclusion can transform their perspective and support sustainable DEI efforts.

Final Thoughts

We need to be clear that the business case for inclusion in the workplace, researched extensively by organisations like McKinsey and the Diversity Council of Australia, make it clear that when you have an inclusive culture your likelihood of outperformance continues a growth trajectory compared to your peers. 

When faced with inclusion and diversity resistance, it’s crucial to stay curious rather than furious. Understanding the root cause of their objections can turn these challenging conversations into opportunities for growth. Remember, overt objections can be a gift, revealing deeper issues that silent whispers might hide. Don’t shy away from these discussions; they are essential steps toward creating an inclusive culture. Start small, be patient, and take that first step today.

Summary

• Diversity in leadership is crucial for success in today’s globalized world.
• Inclusive leadership can lead to increased productivity, creativity, and employee satisfaction.
• Overcoming biases and stereotypes is essential for creating a culture of inclusion in the workplace.
• Emotional intelligence plays a significant role in promoting inclusive leadership.
• Fostering diversity and inclusion through recruitment and hiring is key to building a sustainable future.

Understanding the Importance of Diversity in Leadership

Diversity in leadership refers to having individuals from different backgrounds, cultures, genders, races, ethnicities, and abilities represented in positions of power and decision-making within an organization. It goes beyond just meeting quotas or ticking boxes; it is about embracing the unique perspectives and experiences that each individual brings to the table.

Diversity in leadership is important for several reasons. Firstly, it leads to better decision-making. When leaders come from diverse backgrounds, they bring a variety of viewpoints and ideas to the table. This diversity of thought can lead to more innovative solutions and better outcomes for the organization.

Secondly, diversity in leadership promotes fairness and equality. It ensures that individuals from all backgrounds have an equal opportunity to succeed and contribute to the organization’s success. This can help break down barriers and create a more inclusive workplace culture.

Statistics and research support the benefits of diverse leadership teams. According to a study by McKinsey & Company, companies with diverse executive teams are 33% more likely to outperform their peers in terms of profitability. Another study by Deloitte found that organizations with inclusive cultures are twice as likely to meet or exceed financial targets.

The Benefits of Inclusive Leadership in the Workplace

Inclusive leadership goes beyond just having diverse representation; it is about creating an environment where everyone feels valued, respected, and included. Inclusive leaders actively seek out and value different perspectives, encourage collaboration, and create a sense of belonging for all employees.

Inclusive leadership benefits the workplace in several ways. Firstly, it fosters creativity and innovation. When employees feel included and valued, they are more likely to share their ideas and take risks. This can lead to new and innovative solutions to problems.

Secondly, inclusive leadership improves employee engagement and productivity. When employees feel included and valued, they are more motivated to contribute their best work. They are also more likely to stay with the organization long-term, reducing turnover costs.

Examples of companies with successful inclusive leadership include Microsoft, which has made diversity and inclusion a priority at all levels of the organization. They have implemented programs to increase diversity in their workforce and have seen positive results in terms of employee engagement and innovation. Another example is Unilever, which has a strong commitment to diversity and inclusion and has implemented initiatives such as unconscious bias training and flexible work arrangements.

Overcoming Biases and Stereotypes in Leadership

Biases and stereotypes can have a significant impact on leadership decisions and can hinder diversity and inclusion efforts. Biases are unconscious mental shortcuts that our brains use to make quick judgments about people or situations. Stereotypes are generalizations or assumptions that we make about certain groups of people based on their characteristics.

Biases and stereotypes can affect leadership in several ways. They can lead to unfair hiring practices, where individuals from underrepresented groups are overlooked or discriminated against. They can also result in exclusionary decision-making processes, where certain voices or perspectives are not considered.

To overcome biases and stereotypes in leadership, organizations need to implement strategies such as unconscious bias training, diverse hiring panels, and inclusive decision-making processes. Unconscious bias training helps individuals become aware of their biases and learn strategies to mitigate their impact. Diverse hiring panels ensure that multiple perspectives are considered in the hiring process. Inclusive decision-making processes involve actively seeking out and valuing diverse perspectives and experiences.

Creating a Culture of Inclusion in Your Organization

A culture of inclusion refers to an organizational environment where all employees feel valued, respected, and included. It is about creating a sense of belonging for all individuals, regardless of their background or identity.

To create a culture of inclusion, organizations need to start by setting clear expectations and values around diversity and inclusion. This can be done through the development of a diversity and inclusion policy or statement, which outlines the organization’s commitment to creating an inclusive workplace.

Organizations also need to provide training and education on diversity and inclusion topics. This can include unconscious bias training, cultural competency training, and inclusive leadership training. By providing employees with the knowledge and skills to understand and appreciate diversity, organizations can create a more inclusive culture.

Examples of companies with successful inclusive cultures include Google, which has implemented initiatives such as unconscious bias training, employee resource groups, and diversity and inclusion workshops. Another example is Salesforce, which has a strong commitment to diversity and inclusion and has implemented programs such as equal pay audits and employee resource groups.

The Role of Emotional Intelligence in Inclusive Leadership

Emotional intelligence refers to the ability to recognize, understand, and manage our own emotions, as well as the emotions of others. It is a key skill for inclusive leadership because it allows leaders to empathize with others, build strong relationships, and create a sense of psychological safety.

Emotional intelligence relates to inclusive leadership in several ways. Firstly, it helps leaders understand the impact of their actions on others. By being aware of their own emotions and how they affect others, leaders can make more informed decisions and create a positive work environment.

Secondly, emotional intelligence helps leaders build strong relationships with their team members. By understanding and empathizing with others’ emotions, leaders can create a sense of trust and psychological safety. This can lead to increased collaboration and innovation.

Strategies for developing emotional intelligence in leadership include self-reflection, active listening, and empathy. Self-reflection involves taking the time to understand one’s own emotions and how they affect others. Active listening involves fully engaging with others and seeking to understand their perspectives. Empathy involves putting oneself in others’ shoes and understanding their emotions and experiences.

Fostering Diversity and Inclusion through Recruitment and Hiring

Attracting diverse candidates is an essential step in fostering diversity and inclusion in an organization. To attract diverse candidates, organizations need to ensure that their job postings are inclusive and free from bias. This can include using gender-neutral language, highlighting the organization’s commitment to diversity and inclusion, and showcasing diverse role models within the organization.

Inclusive hiring practices are also crucial for fostering diversity and inclusion. This can include implementing blind resume screening, where identifying information such as name, gender, and ethnicity is removed from resumes before they are reviewed. It can also involve implementing diverse hiring panels, where multiple perspectives are considered in the hiring process.

Examples of companies with successful diverse hiring practices include IBM, which has implemented a range of initiatives to attract diverse candidates, including partnerships with organizations that support underrepresented groups. Another example is Accenture, which has a strong commitment to diversity and inclusion and has implemented programs such as unconscious bias training for hiring managers.

Developing Cross-Cultural Competence in Leadership

Cross-cultural competence refers to the ability to understand, appreciate, and adapt to different cultural norms, values, and behaviors. It is an essential skill for leaders in today’s globalized world, where organizations often operate across borders and cultures.

Cross-cultural competence is important in leadership because it allows leaders to effectively communicate and collaborate with individuals from different cultural backgrounds. It helps leaders understand and appreciate the diversity of perspectives and experiences that each individual brings to the table.

Strategies for developing cross-cultural competence in leadership include cultural competency training, exposure to different cultures, and building relationships with individuals from different cultural backgrounds. Cultural competency training provides leaders with the knowledge and skills to understand and appreciate different cultural norms and behaviors. Exposure to different cultures can be achieved through travel, international assignments, or working with diverse teams. Building relationships with individuals from different cultural backgrounds involves actively seeking out opportunities to learn from others and understand their perspectives.

Addressing Microaggressions and Discrimination in the Workplace

Microaggressions are subtle, often unintentional acts of discrimination or bias that can have a significant impact on individuals in the workplace. They can take the form of comments, gestures, or actions that demean or belittle individuals based on their race, gender, or other characteristics.

Microaggressions and discrimination can have a negative impact on the workplace, leading to decreased morale, productivity, and engagement. They can also contribute to a hostile work environment and hinder diversity and inclusion efforts.

To address microaggressions and discrimination in the workplace, organizations need to create a culture where these behaviors are not tolerated. This can be achieved through training and education on unconscious bias, diversity and inclusion, and respectful communication. It can also involve implementing clear policies and procedures for reporting and addressing incidents of discrimination.

The Impact of Inclusive Leadership on Employee Engagement and Retention

Inclusive leadership has a significant impact on employee engagement and retention. When employees feel included, valued, and respected, they are more likely to be engaged in their work and committed to the organization’s goals.

Statistics and research support the impact of inclusive leadership on employee engagement and retention. According to a study by Gallup, organizations with inclusive cultures have 22% higher profitability, 21% higher productivity, and 27% higher employee engagement. Another study by the Center for Talent Innovation found that employees who feel included are more likely to stay with the organization long-term.

Examples of companies with successful inclusive leadership and high employee engagement and retention rates include Johnson & Johnson, which has a strong commitment to diversity and inclusion and has implemented programs such as employee resource groups and mentoring programs. Another example is Procter & Gamble, which has a diverse leadership team and has implemented initiatives such as flexible work arrangements and career development programs.

Building a Sustainable Future through Inclusive Leadership

Inclusive leadership is not only important for creating a fair and equitable workplace; it is also crucial for building a sustainable future. By embracing diversity and inclusion, organizations can tap into the full potential of their employees, foster innovation, and create a positive impact on society.

Examples of companies with successful inclusive leadership and sustainable practices include Patagonia, which has a strong commitment to environmental sustainability and has implemented initiatives such as reducing waste and carbon emissions. Another example is IKEA, which has a diverse leadership team and has implemented programs such as sustainable sourcing and recycling.

In conclusion, diversity and inclusion in leadership are essential for organizations to thrive in today’s globalized world. By understanding the importance of diversity in leadership, embracing inclusive leadership practices, overcoming biases and stereotypes, creating a culture of inclusion, developing emotional intelligence, fostering diversity through recruitment and hiring, developing cross-cultural competence, addressing microaggressions and discrimination, and promoting employee engagement and retention, organizations can build a sustainable future through inclusive leadership. It is crucial for all organizations to prioritize diversity and inclusion in their leadership practices to create a fair, equitable, and successful workplace.

FAQs

What is inclusive leadership?

Inclusive leadership is a leadership style that values and respects diversity, promotes collaboration, and creates a sense of belonging among team members. It involves creating an environment where everyone feels valued, heard, and empowered to contribute their unique perspectives and skills.

Why is inclusive leadership important?

Inclusive leadership is important because it promotes diversity and inclusion in the workplace, which has been shown to improve team performance, innovation, and employee engagement. It also helps to create a more equitable and fair workplace, where everyone has an equal opportunity to succeed.

What are the key characteristics of inclusive leaders?

Inclusive leaders are empathetic, open-minded, and willing to listen to different perspectives. They value diversity and actively seek out different viewpoints and experiences. They also create a safe and supportive environment where everyone feels comfortable sharing their ideas and opinions.

How can leaders become more inclusive?

Leaders can become more inclusive by educating themselves about diversity and inclusion, actively seeking out different perspectives, and creating a culture of openness and respect. They can also work to identify and address any biases they may have, and ensure that their hiring and promotion practices are fair and equitable.

What are some benefits of inclusive leadership?

Some benefits of inclusive leadership include improved team performance, increased innovation and creativity, higher employee engagement and retention, and a more positive workplace culture. Inclusive leadership also helps to create a more diverse and equitable workplace, which can lead to better business outcomes.

Increased diversity and inclusion are vital for organizational success, yet many leaders struggle to turn good intentions into meaningful action. The Inclusive Leadership Commitment process offers a simple, structured way to build accountability and drive change.

This repeatable model brings together small groups of leaders to reflect, share, and hold each other responsible for measurable commitments. A senior executive sponsors each cohort, but participants direct their own journey. Over a series of discussions centered on what leaders say, do, prioritize, and measure, they delve into personal awareness, bias, and privilege to shape public pledges. Rather than rely on a constant push toward nebulous diversity goals, this pull approach taps into leader buy-in to cement plans for impact.

With minimal cost and time investment, the process catalyzes leaders at all levels to move beyond lip service. They gain an understanding of inclusive leadership and publicly own concrete actions for modeling it across their organizations. This collective commitment to change can profoundly accelerate progress.

The Inclusive Leadership Commitment Process Explained

The Inclusive Leadership Commitment process provides a structured yet adaptable framework for leaders to turn commitment into action. Here’s an overview of how it works:

Cohorts of up to 10 leaders come together for a series of guided discussions and activities centered around inclusivity and their personal leadership. Rather than tackling this alone, the cohort model creates accountability through shared experience and peer encouragement.

Each cohort has an executive sponsor – the most senior leader in the group. The sponsor’s role isn’t to be an expert but rather to keep people on track and ensure follow-through. Sponsors are given training and resources to lead the cohort effectively without having to be diversity gurus themselves.

Over the course of the process, participants work through a workbook, one section at a time. The workbook facilitates introspection with questions and prompts to uncover biases and cultural assumptions. Video lessons provide additional insight into topics like privilege.

There are four distinct quadrants representing the core behaviours and priorities of an inclusive leader:

• What I Say: The language, messaging, and communications that signal a commitment to diversity.
• What I Do: Tangible actions and modeling of inclusive leadership in daily habits and interactions.
• How I Prioritize: Allocation of resources, focus, and time to transform talk into demonstrable commitment.
• What I Measure: Accountability through key performance indicators and measurements to gauge progress and impact.

For each quadrant, the cohort comes together to discuss learnings, share perspectives, and make individual commitments about what they will do to embrace inclusive leadership. By verbalizing these intentions to the group, there is motivation to follow through.

The sequence through the quadrants incrementally builds awareness and skills. The emphasis is on authentic, sustainable change, not checking boxes. There is flexibility for leaders to self-direct their journey within the framework.

After completing all quadrants, leaders finalize a concrete personal inclusion plan around the four areas that they then submit publicly. This declaration turns ideas into measurable goals with public accountability. Plans can be as creative and ambitious as each leader desires.

Ongoing support is available, but the process aims to spark internal momentum, not just external pressure. The payoff is purposeful, passionate leaders who pull themselves and their organizations forward, not those reluctantly complying reactively when pushed.

The Benefits of the Process

The Inclusive Leadership Commitment process stands out for its multifaceted approach to catalyzing change through structured self-reflection, peer accountability, and public declaration. Some key advantages of this method:

Cohort Model Drives Accountability

Too often, inclusion initiatives put the onus entirely on the individual. However, seeking feedback, sharing challenges, and vocalizing commitments to a supportive group of peers heightens motivation and follow-through. The cohort dynamic accelerates growth through collective energy and accountability.

Self-Reflection Enables Self-Awareness

Becoming an inclusive leader starts with understanding your own blind spots. The workbook’s reflective prompts foster greater awareness of personal biases and assumptions. This self-knowledge is essential for recognizing areas for improvement.

Four Quadrant Focus Provides Structure

With inclusion goals, vagueness can delay meaningful progress. The quadrants break inclusive leadership into concrete behavioural categories to organize improvement: talk, actions, priorities, and measurements.

Public Commitment Cements Resolve

Declaring specific inclusion goals publicly to the cohort raises the stakes for meeting them. This pledge translates ideas into measurable objectives tied to reputation and peer accountability.

Sponsor Leadership Guides Success

The senior executive sponsor lends authority and ensures the cohort stays on track. Their involvement demonstrates organizational commitment and support for the process.

Participant-Driven Model Inspires Follow Through

Rather than feel pressured to check mandated inclusiveness requirements, leaders drive their own development. Their public commitments are intrinsically motivated, increasing fulfilment and sustainability.

Flexible Framework

While structured, participants can tailor and direct their own learning. They draw from video lessons and workbook guidance to craft unique inclusion goals matching their growth edges.

Low Resource Requirements

A few sponsor training sessions, access to workbook materials and video lessons, and cohort meeting times are all that’s needed. The process leverages group dynamics, not intensive coaching or training.

Ignites Passion for Inclusion

Leaders significantly deepen their inclusion acumen and enthusiasm through the research-backed methodology. Their pull becomes stronger than external push.

The multi-modal approach drives inclusion growth through knowledge, support, public accountability, and, most importantly, ignited personal passion. The results speak for themselves in expanded inclusive leadership.

Measuring Progress and Impact

A key component of the Inclusive Leadership Commitment process is measurable progress markers and benchmarking impact over time. This fosters accountability and allows leaders to quantify inclusion gains.

Built-in Reporting Cadence

Throughout the process, participant engagement data is tracked and shared with the sponsor and cohort. This reporting occurs at regular intervals and notes who are actively participating, completing workbook sections, and watching video lessons. Peer accountability helps ensure high cohort involvement.

Graduation Goal

Leaders “graduate” after completing all sections of the workbook and declaring their public inclusion commitments. Graduation signals fulfilling the process and establishes a measurable goal.

Submission of Inclusion Plans

The capstone is leaders submitting their customized inclusion action plans. These plans synthesize their learning into concrete goals and timelines around the four quadrants. Submitted plans provide documentation of intended actions.

Follow-Up Support

Upon graduation, participants can request additional coaching or resources to help achieve their inclusion goals. This provides ongoing support for continued learning and development.

Spotlighting Leadership

Organizations can highlight graduating leaders internally and externally to demonstrate their commitment to inclusion, modeling it for others. Graduates become champions of the process.

Impact Assessment

Over time, it’s important to re-evaluate graduating leaders’ inclusion plan execution and organizational impact. Surveys, interviews, and metrics analysis help gauge results.

Ongoing Dialogue

Continuous feedback loops, not just a one-time program, are key. Post-graduation discussions keep leaders connected and accountable to inclusion objectives long term.

Recharging Commitments

Leaders can repeat the process annually to re-explore biases, refresh commitments, share progress, and recharge momentum as inclusion ambassadors.

Reporting to Stakeholders

Organizations can compile data on participation, graduation rates, plan submissions, and feedback to demonstrate ROI in inclusion leadership development across cohorts. This informs continued stakeholder support.

The Inclusive Leadership Commitment process bakes in measurable outcomes from start to finish. Leaders gain greater inclusion aptitude while organizations realize tangible culture and performance gains. It’s a quantifiable path to living inclusion values.

Conclusion

The Inclusive Leadership Commitment process offers a tested methodology for organizations ready to move diversity efforts from well-meaning notions to concerted action. Through structured self-discovery, peer sharing, and public accountability, leaders at all levels deepen their understanding and passion for inclusive leadership.

The cohort model and sponsor guidance provide the missing ingredients of commitment follow-through and momentum. Participants gain deeper bias awareness, community support, and concrete goals that activate their pull, not just external push.

With minimal resource needs, this framework creates space for leaders to lean into growth edges and own inclusiveness in their voices and behaviours. The payoff is tangible culture change driven by inspired leaders intrinsically compelled to model inclusion daily. Their organizations reap the benefits of living shared diversity values. It’s a high-impact starting point for the serious work of inclusive leadership.

Inclusive leadership is critical for organizations striving to create diverse and equitable cultures. However, many leaders think they are already inclusive when, in reality, they have blindspots limiting their effectiveness. My 18 years of experience in diversity and inclusion solutions has shown that around 90% of leaders fall into this category. I call these blindspots a leader’s “inclusive leadership shadow” – areas where they believe they are inclusive but may lack self-awareness. To drive real culture change, leaders need to uncover and understand their shadow. I use a simple model focused on intentional questions and self-reflection to reveal the leader’s shadows. While this may sound difficult, it is actually a fast, inexpensive way to create “aha” moments for leaders about what they still need to learn. I aim to get leaders to publicly commit to actions that shine a light on their shadow. This article will explore this inclusive leadership shadow model and how it can unlock a leader’s growth and accountability. With self-awareness comes real change.

The Inclusive Leadership Shadow Model

The inclusive leadership shadow model is a simple yet powerful tool I have developed from my years of coaching leaders. It is designed to uncover blindspots leaders may have around inclusion and diversity. I find that most leaders fall into two categories – those who admit they need help knowing how to be more inclusive and those who believe they are already inclusive. The latter group makes up around 90% of leaders, and it is much harder to get them to recognize their shadows. My model aims to create “aha” moments for these fixed-mindset leaders to reveal what they still need to learn.

The shadow model involves asking intentional reflective questions and having courageous conversations with leaders. I guide them to dig deep and examine areas where they think they are already inclusive, such as being “blind” to gender or race. We discuss examples of interactions, decisions, or language that may indicate blindspots. This reflection shifts their perspective to recognize unconscious biases and see that inclusive leadership takes ongoing self-work.

A key part of the model is assessing what concrete actions they are willing to take to become more inclusive. It moves from abstract concepts to defining specific habits and practices. For example, instead of saying “I will be more inclusive”, they may commit to “holding regular listening circles with diverse team members.”

The beauty of the shadow model is its simplicity and efficiency. In just a few dedicated sessions, it sparks introspection that may otherwise take years. I distil inclusion down to the most important self-examination. It does not require extensive training or take leaders away from their work for long periods. Yet it yields profound insights that stick with leaders and change their approach.

Shining a light on the shadow also creates accountability. Leaders publicly commit to inclusion habits and actions they will take over the next year. We document this so they can track progress and have visibility from their teams and leadership. When others see these commitments, they also provide support and encouragement.

The inclusive leadership shadow model delivers an impactful punch in a short time. My goal is to get leaders to a point where they pull me in to help with the “how” after recognizing what they must do through their shadow work. Awareness of the shadow is the critical first step to authentic, lasting culture change.

Two Categories of Leaders

In my extensive experience, leaders generally fall into two categories when it comes to inclusion and diversity.

The first category openly admits, “I want to be more inclusive, but I don’t know what to do.” They recognize there are gaps in their knowledge, skills and comfort level with topics like equity, bias and privilege. They have a growth mindset and are hungry to learn. When presented with the inclusive leadership shadow model, they lean in with curiosity and self-awareness. They acknowledge their blindspots and are eager to shine a light on their shadow.

The second and more common category believes they are already inclusive. They say things like “I’m colour blind,” “I treat everyone equally,” or “My team tells me I’m inclusive.” Their intentions are good, but they have a fixed mindset, believing they are already where they need to be. Even asking them to examine their shadow meets resistance.

This second group of leaders is the toughest to move. They do not see themselves as having a diversity problem, so why spend time on it? However, the shadow model is designed to break through this mindset. As we explore specific scenarios and actions, we begin to recognize unconscious patterns of privilege and bias. Despite initial reluctance, the shadow reflection creates “aha” moments as assumptions are challenged. They learn they do not know as much as they thought.

Leaders in this second category often lag behind employee and customer expectations. They receive few complaints directly, so I think everything is fine. However, direct feedback is rare, especially from marginalized groups. The shadow model shows the gaps between their perception and reality. This is uncomfortable but absolutely vital learning.

With time and patience, the shadow model can help fixed mindset leaders recognize they also have more to learn. Sincere intention is not enough. My role is to guide but also push leaders past comfort into courageous territory. Discovering the shadow together opens their eyes to see inclusion requires lifelong personal work, not just a few checklist items. They begin to appreciate why shining a light on their blindspots is the only way to create real culture change.

Getting Buy-In from Fixed Mindset Leaders

As discussed, the majority of leaders initially believe they are already inclusive. Their fixed mindset makes getting buy-in for the inclusive leadership shadow model more challenging. However, the design of the model is uniquely suited to break through preconceived notions in leaders who think they have “already arrived.”

A key is creating a safe, judgment-free space for the leader. I make it clear that we all have blind spots, and this is not an exercise in shaming but one of growth for ourselves and our organizations. Framing it as a journey rather than a destination helps leaders open up.

Asking the right questions is also critical. I use thought-provoking scenarios about diverse talent and customers. What would they do if their top engineer felt excluded from an after-hours client event at a bar? How might a team member with a disability perceive their feedback style? The goal is to get leaders to imagine walking in another’s shoes.

We also review inclusive leadership competencies and assess where they currently fall on the continuum from unconscious incompetence to unconscious competence. Very few leaders initially recognize they may be unconsciously incompetent in some areas. The shadow model highlights what they do not even know they do not know.

I emphasize how the model will make managing diversity simpler, more integrated and sustainable. This appeals to their pragmatism and desire for efficiency. Reviewing their actual inclusion KPIs compared to goals also shows where their view may be inflated – the shadow between reality and perception.

During the sessions, I look for signals of mindset shifts. Do they show curiosity to learn more or get defensive? Do they ask for examples to improve or justify the status quo? Once the seed is planted, it keeps growing if nurtured.

While the shadow model relies on self-reflection, taking public action cements change. I have leaders draft an inclusion commitment statement aligned with their role. Sharing this document creates accountability and gives permission for others to hold them to it.

This process, while gentle, delivers a one-two punch. Fixed mindset leaders discover their shadow through targeted questioning. They then continue their learning journey through public commitments to fill their gaps. The shadow is powerful because it meets leaders where they are while catalyzing growth.

Making the Commitment Public

The inclusive leadership shadow model drives change through personal reflection. But translating insights into sustained action requires making commitments public.

Leaders have countless demands competing for their time and energy. While the shadow reflection may touch them individually, it will quickly be crowded out by urgencies without accountability. That is why an essential final step is crafting an inclusion commitment statement.

This statement outlines specific inclusion habits and practices the leader vows to embody over the next 6-12 months. I guide them to translate their insights into observable behaviours across three areas:

• Personal development – What training or reading will I complete? How will I continue raising my awareness?
• Team leadership – What conversations or listening forums will I initiate? How will I role model inclusivity?
• Business processes – What policies and systems will I advocate for or implement? How will I embed equity into decisions?

The commitments are tangible so others can track progress. Leaders share this document with their direct manager and leadership peers. It is posted publicly or included in company communications.

This purposeful visibility serves several functions. First, it cements the leaders’ intentions when they know others are watching. Second, it allows the whole organization to support and encourage their development. Finally, it enables collective accountability. Rather than wait for the leader to act, stakeholders proactively check on their commitments.

Public statements enable allies and advocacy groups to politely inquire, “How is your commitment to X going?” It transforms inclusion into an organizational effort rather than just the leaders’ private journey.

Of course, I caution leaders to start small and focus on consistency rather than volume of commitments. A few key changes sustained over time have more impact than trying to overhaul everything at once. The goal is to map a path for ongoing improvement.

Shining a light on the commitments made after seeing their shadow galvanizes leaders to stay the course. It is powerful when others hold us accountable to being our best selves in service of a more just society. This public pledge is a profound catalyst for change.

Conclusion

The inclusive leadership shadow model delivers a simple yet profound mechanism for uncovering blind spots. Through self-reflection and public commitment, leaders gain awareness of gaps and build skills for growth. They transform from unconscious incompetence to conscious action. While this process may seem difficult, leaning into our shadows is the only way to create lasting, equitable change. The shadow makes inclusion tangible, integrated and sustainable. Do not wait for clarity to act – act now, and clarity will come. By shining a light on our shadows together, we build more just, inclusive organizations.

In today’s increasingly diverse world, organizations are recognizing the importance of inclusivity and diversity. However, one common frustration that arises is the lack of commitment to these values. While many organizations initially respond to incidents like George Floyd’s murder with words and promises, they often fail to follow through and make substantial changes. This lack of commitment can undermine efforts to create an inclusive culture and hinder progress towards diversity and inclusion goals. So how to make diversity and inclusion real in your organization through the inclusive leadership commitment journey

To address this concern, we introduce the Inclusive Leadership Commitment Journey. This program is designed to support leaders in taking ownership of their commitment to diversity and inclusion, and to provide a structured framework for creating real change within organizations. At the core of the program is the Inclusive Leadership Shadow model, which offers a logical framework for understanding and addressing the four key aspects of inclusive leadership: Awareness, Advocacy, Action, and Accountability.

The Inclusive Leadership Commitment Journey

The Inclusive Leadership Commitment Journey begins by forming cohorts of leaders within the organization. These cohorts, consisting of around 10 leaders, embark on a journey of real conversations centered on each quadrant of the Inclusive Leadership Shadow model. Through facilitated discussions, leaders gain a deeper understanding of their current state, identify areas for improvement, and develop individual commitments and plans for driving diversity and inclusion initiatives.

One vital aspect of this journey is documenting the commitment and plan that each leader creates. By sharing these publicly, a level of visibility and accountability is established. This public sharing serves as a powerful motivator for leaders to follow through on their commitments and encourages transparency within the organization. Additionally, accountability groups are formed within the cohort to provide ongoing support and hold each other accountable over a 12-month period.

The benefits of fostering accountability, ownership, and visible commitment from leaders cannot be overstated. When leaders are held accountable for their commitments, it increases the likelihood of achieving inclusivity goals. Taking ownership of the process empowers leaders to drive change and fosters a sense of personal responsibility towards creating an inclusive culture. Furthermore, visible commitment from leaders sends a strong message to employees that diversity and inclusion are not just empty words, but integral values within the organization.

The Inclusive Leadership Commitment Journey Process

The Inclusive Leadership Commitment Journey follows a structured process to ensure its effectiveness. It begins with an initial assessment to understand the organization’s current state and identify areas for improvement. Cohorts are then formed, bringing together a diverse group of leaders who are committed to driving change. These cohorts are introduced to the Inclusive Leadership Shadow model, which guides their conversations and actions throughout the journey.

Facilitated conversations play a crucial role in this process, as they enable leaders to engage in authentic discussions around the four quadrants of the Inclusive Leadership Shadow model. These conversations allow leaders to reflect on their own biases and preconceptions, challenge existing systems and structures, and identify concrete actions they can take to promote inclusivity and diversity within their teams and organizations.

One of the key outcomes of the Inclusive Leadership Commitment Journey is the documentation of individual commitments and plans. Each leader articulates their specific commitments to diversity and inclusion, along with a plan outlining the steps they will take to fulfill those commitments. This documentation serves as a tangible reminder of their dedication and provides a roadmap for their actions moving forward.

Sharing these commitments and plans publicly is a critical step in the Inclusive Leadership Commitment Journey. By doing so, leaders demonstrate their commitment to their teams, colleagues, and the organization as a whole. This public sharing also fosters transparency and trust, as employees can see that their leaders are actively working towards creating a more inclusive workplace.

The Impact of the Inclusive Leadership Commitment Journey

The Inclusive Leadership Commitment Journey has a significant impact on organizations striving for diversity and inclusion. By fostering accountability, ownership, and visible commitment among leaders, the program helps create a culture that values and promotes inclusivity. Here are some key impacts of the Inclusive Leadership Commitment Journey:

1. Creation of an inclusive culture: The program empowers leaders to drive change within their teams and organizations. By taking ownership of their commitments, leaders inspire others to embrace diversity and inclusion, creating an inclusive culture that permeates throughout the organization.
2. Empowerment of leaders: The Inclusive Leadership Commitment Journey gives leaders the tools and knowledge they need to champion diversity and inclusion. Through facilitated conversations and ongoing support from accountability groups, leaders gain the confidence to challenge existing biases and implement meaningful actions.
3. Increased visibility and transparency: Sharing commitments and plans publicly sends a strong message to employees that diversity and inclusion are not mere buzzwords, but integral values within the organization. This visibility fosters trust and engagement among employees, as they see their leaders actively working towards creating a more inclusive work environment.
4. Fostering trust and engagement: When employees see their leaders embracing diversity and inclusion, it creates a sense of trust and belonging. Employees feel valued for their unique perspectives and experiences, leading to increased engagement and productivity.
5. Attracting and retaining diverse talent: In today’s competitive job market, diversity and inclusion are important factors for job seekers. By demonstrating a commitment to inclusivity, organizations can attract and retain diverse talent who are more likely to contribute innovative ideas and perspectives.

Final Thoughts

The Inclusive Leadership Commitment Journey offers a structured approach for organizations seeking to make diversity and inclusion a reality. By fostering accountability, ownership, and visible commitment among leaders, the program empowers them to drive change and create an inclusive culture. Through facilitated conversations, documentation of commitments, public sharing, and ongoing accountability, the journey ensures that leaders stay committed to their diversity and inclusion initiatives over a 12-month period. To learn more about how the Inclusive Leadership Commitment Journey can support your organization’s goals, book a consultation with us today. Together, let’s create a more inclusive future.

Leadership is not an easy job. Not only do leaders have responsibilities towards their teams, but they must also maintain a good working environment in order to get the most out of their employee’s potential. This often includes introducing diversity and inclusion initiatives that may be met with resistance or disapproval from some members of the team. It can be a painful and challenging experience for leaders, but it is essential that they do not give in to this kind of setback. So what are the strategies for dealing with resistance to diversity & inclusion? Here are 6 strategies leaders should consider when dealing with individuals resistant to diversity and inclusion initiatives:

6 Strategies of Dealing With Resistance to Diversity and Inclusion for Leaders

1. There is Something in this for You

Educating your team on why diversity and inclusion initiatives are important for you, for them and for the organization is the first step in getting them to accept and embrace these changes. Get vulnerable, get courageously curious (both of these are some of my 6 Habits of being inclusive, which we embed for leaders through our habit shift-based program, the Inclusion Habits Journey), challenge thinking and have the uncomfortable conversation around why actually, there is something in this for all of us.

2. Foster Deeper Conversations

It’s easy to talk about concepts such as diversity and inclusion, but it is much more difficult to get individuals to actually engage in meaningful conversations around these topics. Leaders must create a safe environment where everyone is comfortable with speaking their minds and contributing to the discussion (again, some practical examples of conversations in our Inclusion Habits Journey will help you).

3. Set Clear Expectations

Make sure your expectations are clear and communicated to all members of the team. For example, outline what kind of behaviour and language will not be tolerated and make sure everyone is aware of the consequences of not following the guidelines.

4. Practice What You Preach

Leading by example is a powerful way to demonstrate your commitment to diversity and inclusion initiatives. Make sure you are actively involved in the process, engaging with different teams, and celebrating successes along the way.

5. Offer Positive Reinforcement

Positive reinforcement is a great tool to motivate individuals who may be resistant to change. Leaders should reward team members for their efforts and recognize their achievements, no matter how small they are.

6. Remain Open-Minded

Remember that everyone has the right to disagree and express their opinion with respect. As a leader, it’s important to remain open-minded and understanding of different perspectives. It’s also important to acknowledge any valid points that are made and take them into account.

Ultimately, it’s important to remember that diversity and inclusion efforts cannot just be a set of policies; they must be infused into the everyday life of the organization to ensure success. Leaders must lead by example and create an environment where everyone feels respected, accepted, and included. Only then can true progress be made in creating an inclusive workplace culture. We are finding that leaders who want to get clear on the Inclusive Leadership Shadow truly value the process we have developed around this. Our program is short and gets a result, we call it the Inclusive Leadership Commitment CHALLENGE, and it uses our Inclusive Leadership Shadow tool for leaders to challenge themselves and get clear on their own narrative and plan around being an inclusive leader. It’s for leaders who are up for real change!

Final Thoughts

Leadership is all about guiding people toward a common goal. If leaders can stay committed to their vision and remain focused on the bigger picture, they will be more likely to succeed in getting everyone on board with diversity and inclusion initiatives. But for leaders – you have to know what your goals are and your plan. That’s why we recommend our Inclusive Leadership Commitment CHALLENGE. By understanding and self-reflecting on your inclusive leadership shadow, debating and asking some uncomfortable questions of your team, you will start to show your commitment and your clear compass directed at your north star: an inclusive culture for your team and your organisation.

Removing the barriers women face, such as gender bias and stereotyping, a lack of mentors, role models and sponsors, as well as exclusion from key decision making or opportunities, will not only benefit women but also men.

The advantages of diversity in the workplace allows for greater creativity and productivity by increasing the talent pool. This in turn increases profit, marketability and employee satisfaction.

It is also important to note that by embracing diversity and encouraging change, we are also addressing the inequality others may experience in the workplace, such as men who don’t fit the “masculine” stereotype, or people from other cultures, sexual orientation or backgrounds. By working towards a diverse and equal opportunity workforce, we are delivering equality for the masses.

For us at Emberin, engaging men in diversity to improve inequality in the workplace is a critical first step to creating real change in a business, and around the world. Here are some steps we use to engage men with diversity:

Lay the Foundations of Diversity

It is crucial to involve everyone, including men, from the outset with any gender equality initiative.

• Involving men and women equally in all initiatives, training and the conversation around gender equality and diversity.
• Encouraging interactions between men and women to encourage awareness and to address the unconscious bias that may occur. This is also a major step in pushing employees to gain an understanding of other cultures, religions or sexual orientations.
• Motivate men to take action by removing the expectation that equality is something only women can act on.
• Treat equality as a business and organisation issue, not a women’s issue that can’t be addressed by men for fear of getting it wrong or offending. If the conversation is open and everyone is engaged, then real change can occur.

Educate

At Emberin, we are strong believers that deep down, all good men want to help women succeed in life and in business. What is holding them back is a lack of understanding of how deep-rooted gender inequality is, or what they can do about addressing it and bringing about change.

• Building awareness of gender bias in your business or industry is a key starting point to addressing inequality.
• Ensure the messaging that your business or leaders are using is correct and clear by researching or speaking to women, diversity organisations such as Emberin, or other men who are actively and successfully addressing equality in their workplace.
• Use as many resources as you can to reach everyone and encourage others to share and contribute to the education of others.
• Connect your working life with your life outside of work, and ensure that the equality you are seeking in one, mirrors that of the other.

Are you ready for real results in building Inclusive Leaders?

Our inclusive leadership training program, the The Inclusion Habits Journey, helps businesses and leaders move from awareness of inclusion and diversity, to measurable results. The Inclusion Habits Journey course is a blended journey and incorporates the science of micro-learning, taking leaders on an interactive journey to change behaviour and improve the inclusion and diversity within an organisation.

For more information, or to see how we can help your organisation build an inclusive and diverse culture with a Free Consultation, contact the Emberin team.

Companies are finding themselves with a more diverse workforce and when managed inclusively, this diversity can be a game changer for productivity, engagement, innovation, creativity, and retention. 

This is because a workforce that represents a wide range of backgrounds, cultures, and perspectives lends itself to creating a more dynamic and rich tapestry for problem solving, understanding customers better, and thinking creatively. 

However, managing cultural diversity in the workplace can be a challenge – especially for leaders who don’t know how. Because, despite popular opinion, leaders need to learn the skills to be inclusive, and then practice them over and over until they become habit.  

It is therefore crucial to have strategies in place to promote cultural diversity in the workplace and foster an inclusive environment. 

In this article, I’m going to share some tips to help you create a more culturally diverse workplace: 

Tip 1: Embrace diversity 

The first step in promoting cultural diversity in the workplace is to embrace it. This means that you should view diversity as a strength rather than a weakness.  Having diversity policies and procedures in place also helps.

When you have a workforce that is diverse, you have a team that is better equipped to tackle the challenges of a changing workplace. This is because diversity brings different perspectives, ideas, and experiences to the table, which leads to new solutions and breakthroughs. 

Tip 2: Promote inclusiveness 

Creating a more inclusive workplace means promoting a culture that values diversity. This starts with leadership and setting an example. 

Leaders need to be vocal in their support of diversity and inclusion, and they need to demonstrate this through their actions. 

This includes creating an environment where everyone feels valued, respected, and heard, regardless of their background or culture. 

Sounds easier said than done! 

And there is a pervasive thought out there amongst many leaders that they are already very inclusive in their behaviours – but their staff or team disagree. Why is that? 

Tip 3: Foster communication 

Good communication is key to supporting cultural diversity in the workplace. Encourage open and honest communication between all levels within the organisation. Your staff should have access to yourself, and they should feel comfortable in communicating opening with each other as well.  

Take steps to create a culture where everyone feels comfortable sharing their opinions and ideas. This can be achieved through regular team-building activities, holding morning check-ins to see how everyone is tracking, and encouraging cross-cultural interaction. 

Tip 4: Provide cultural training 

Promoting cultural diversity in the workplace can be undertaken through appropriate cultural training such as workshops, online courses, or mentorship programs. 

The goal is to educate employees on different cultures, their customs and traditions, and how to interact with people from different backgrounds. 

This will help employees to understand and appreciate the unique qualities each person brings to a culturally diverse workplace. 

Where possible, I strongly suggest the training is delivered or developed by a person of the same culture so that information is delivered in a culturally sensitive manner. 

Tip 5: Celebrate cultural holidays and traditions 

It is important to celebrate cultural holidays and traditions by ensuring that employees who wish to can take leave for important dates such as Diwali, Chinese New Year, or Ramaden. Celebrate these events in the workplace as well through food, music, or decorations. 

In celebrating cultural holidays and traditions you are helping to bring employees together, promote understanding, and create a more inclusive environment. 

Support your leaders to understand cultural diversity in the workplace 

Promoting cultural diversity in the workplace is crucial for creating a more inclusive environment and to achieve more successful outcomes for your organisation. 

Maybe you’ve seen exclusion in action where someone doesn’t feel like they belong or that they are treated fairly or respectfully? Maybe you’ve felt this yourself. If so, then you can appreciate how impactful the reverse can be. 

Working to create this inclusive environment takes time, and often takes training and constant repetition of micro-actions to embed new habits. 

Everyone deserves to work for an organisation that values and respects who they are as an individual as well as what they can deliver in their everyday workday. 

When employees feel like they are valued and respected they feel like they belong to a greater cause, to a family, or to a community. 

When this happens a ripple effect can take hold and it is powerful for the organisation. 

If you’re ready to make waves to foster a more inclusive organisation that embraces cultural diversity in the workplace, then start today. 

Our Inclusion Habits for Leaders Program is for you! Fill in this questionnaire to find out more.