Written by Brittany Clausen, MSW
In today's diverse global marketplace, mastering inclusive leadership is essential. Leaders must embody traits that not only support diversity and inclusion police,s but genuinely foster a culture where every individual feels valued and heard. Here are the five critical traits of inclusive leaders that transform workplaces into dynamic, high-performing environments.
Visible Commitment
Inclusive leaders who actively champion diversity, equity, and inclusion (DEI) play a pivotal role in shaping the culture and performance of their organizations. Their visible commitment is crucial not only in setting a standard for behavior and engagement but also in driving meaningful business outcomes.
For instance, an inclusive leader might participate in and promote employee resource groups (ERGs) that support diverse teams, demonstrating their commitment by being present at meetings and advocating for the group's initiatives at executive levels. This visible support can help elevate the importance of DEI initiatives within the company, ensuring they receive the necessary resources and attention.
Another example involves inclusive leaders integrating DEI metrics into their business performance reviews. They could set specific targets for hiring from diverse candidate pools or improving the retention rates of underrepresented employees. By doing so, they hold themselves and their teams accountable, making DEI a measurable aspect of their strategic objectives.
Inclusive leaders also often lead by example through mentorship programs. They might personally mentor individuals from underrepresented groups, providing guidance and exposure to help these employees navigate professional landscapes and advance their careers.
Research by Cho and Mor Barak (2018) suggests that such active engagement in DEI efforts not only fosters a more inclusive workplace but also correlates with improved organizational performance. Similarly, the McKinsey study by Hunt, Layton, & Prince (2015) highlights that companies with strong DEI practices are likely to experience better financial returns, underscoring the business case for such visible leadership commitment. These studies illustrate that when leaders embody and actively promote DEI values, it can lead to tangible benefits, reinforcing the importance of their role in championing these initiatives.
Accountability
Accountability is a cornerstone for ensuring that diversity and inclusion efforts are more than just temporary initiatives within an organization. It's about embedding these values deeply into the everyday fabric of company operations and leadership behavior. Leaders who establish and enforce clear, consistent accountability mechanisms make inclusivity an integral part of organizational culture, as emphasized by Klein and Washburn (2015). They suggest that effective accountability structures are essential for the sustainability of diversity efforts, ensuring that these initiatives are taken seriously across all levels of the company.
For example, inclusive leaders might implement accountability by integrating diversity and inclusion metrics into the performance evaluation process. This ensures that leaders and managers are directly responsible for making progress in these areas, with their performance evaluations reflecting their efforts to promote an inclusive environment. Additionally, Bourke and Dillon (2016) highlight the necessity of leaders to set specific, measurable goals related to diversity and inclusion. Leaders can then track these goals through regular progress reports and adjust strategies as needed, thereby making inclusivity a living, breathing aspect of organizational life. For instance, they might set goals for increasing the diversity of hires or improving the engagement scores of underrepresented employee groups.
Furthermore, leadership can foster accountability by promoting transparency in reporting incidents and how they are handled, thereby building trust that the organization takes inclusivity seriously. This might involve publicly sharing the outcomes of diversity audits or progress toward equity benchmarks. By taking these steps, leaders not only demonstrate their commitment to diversity and inclusion but also foster an environment where inclusivity is seen as a critical component of the organization's success and integrity.
Humility
Humility in leadership plays a pivotal role in fostering a collaborative and inclusive environment within organizations. This trait allows leaders to form deeper connections with their teams by encouraging open dialogue and ensuring all voices are heard and valued. Owens, Johnson, and Mitchell (2015) demonstrate that humility in leadership correlates with higher levels of employee engagement and more effective communication, as humble leaders are seen as more approachable and open to feedback. This openness promotes a healthier, more communicative workplace where employees feel respected and integral to the team's success.
Moreover, Morris, Brotheridge, and Urbanski (2013) argue that humility is essential for organizational learning and adaptability, enabling leaders and their organizations to remain flexible and responsive to changes. A humble leader recognizes their limitations and seeks input from others, which not only enhances personal growth but also drives collective innovation. For example, a humble leader might openly acknowledge a mistake or a gap in their knowledge, thereby setting a precedent that it's acceptable to admit flaws and seek help. This can lead to more adaptive strategies in project management and problem-solving, as the team collectively looks for solutions rather than relying solely on top-down directives.
In practice, humility can manifest in leaders who prioritize listening over speaking, ask insightful questions to elicit diverse perspectives, and actively involve employees in decision-making processes. By modeling these behaviors, leaders not only enhance team collaboration but also drive the organization towards continuous improvement and learning.
Role Model
The role model trait in inclusive leadership is crucial as it sets the standard and expectations for behavior within the organization. Leaders who actively demonstrate inclusivity not only inspire their teams but also establish a workplace culture that supports diversity and equity. Kim and Kim (2018) found that leaders who exhibit inclusive behaviors significantly improve team cohesion and performance, as their actions encourage others to follow suit, thereby enhancing the overall productivity and morale of the team.
Additionally, Murrell and James (2017) emphasize that leaders who serve as role models in diversity and inclusion help to mitigate biases within the workplace. By visibly challenging stereotypes and advocating for fair treatment, these leaders foster a more accepting and supportive environment. For example, leaders can role model inclusivity by openly discussing their own experiences with bias, participating in diversity training programs alongside their staff, and ensuring that all voices are heard during meetings.
These role-modeling actions create a ripple effect, encouraging team members to mirror these inclusive behaviors. This not only helps in reducing biases but also embeds a culture of respect and equality within the organization, making it more adaptable to diverse needs and perspectives.
Transparency
Transparency in leadership is a critical element in fostering an inclusive and trustworthy work environment, especially when it comes to DEI initiatives. Leaders who are transparent about DEI goals and strategies not only build trust but also ensure that every team member is aligned with the organization's objectives. Berson, Halevy, Shamir, and Erez (2015) highlight that transparent communication about organizational goals significantly enhances team commitment. When leaders clearly communicate their visions, strategies, and the reasons behind their decisions, it helps employees understand the bigger picture and their role in it, leading to increased engagement and dedication to the company's mission.
Moreover, Park, McLean, and Yang (2016) argue that transparency is crucial for creating a supportive environment that makes employees feel valued and integral to the organization. This sense of being valued can significantly impact employee retention, as staff are more likely to stay with a company where they feel informed and appreciated. Transparent leaders share successes, challenges, and changes openly with their teams, which not only prepares employees to adapt to changes but also involves them in the journey, making them feel respected and trusted.
In practice, transparency in leadership can be manifested through regular and open updates about company performance, forthcoming changes, and collective achievements. It involves soliciting and valuing feedback from all levels of the organization and being open about the criteria used in decision-making processes, especially those related to promotions, rewards, and recognitions.
By exemplifying transparency, leaders can transform their workplaces into environments where diversity is viewed as a strength that contributes to innovation and success. This approach empowers all employees to contribute their unique perspectives and skills, knowing that their input is respected and valued.
Want to empower your team with Inclusive Leadership skills? Explore our Inclusive Leadership Development Training Series Guide and reach out to book a session with us today!
References
Berson, Y., Halevy, N., Shamir, B., & Erez, M. (2015). Leading from within: The effects of emotion recognition and personality on transformational leadership behavior. Academy of Management Journal, 58(5), 1296-1323. https://doi.org/10.5465/amj.2013.0590
Bourke, J., & Dillon, B. (2016). Six signature traits of inclusive leadership. Deloitte Insights. https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/six-signature-traits-of-inclusive-leadership.html
Cho, S., & Mor Barak, M. E. (2018). The impact of diversity and inclusion initiatives on organizational outcomes: A study of diversity leaders' perspectives. Journal of Social Work, 18(3), 273-290. https://doi.org/10.1177/1468017316654344
Hunt, V., Layton, D., & Prince, S. (2015). Why diversity matters. McKinsey & Company. https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters
Kim, S., & Kim, R. (2018). The influence of leader role modeling on the integration of teams. Journal of Leadership & Organizational Studies, 25(1), 34-48. https://doi.org/10.1177/1548051817718260
Klein, E., & Washburn, A. (2015). The critical role of accountability in maintaining diversity and inclusion efforts in organizations. Journal of Business Ethics, 130(2), 231-245. https://doi.org/10.1007/s10551-014-2202-5
Morris, J. A., Brotheridge, C. M., & Urbanski, J. C. (2013). Bringing humility to leadership: Antecedents and consequences of leader humility. Human Relations, 66(10), 1229-1250. https://doi.org/10.1177/0018726713484636
Murrell, A. J., & James, E. H. (2017). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. Current Psychology, 36(3), 433-443. https://doi.org/10.1007/s12144-016-9474-2
Owens, B. P., Johnson, M. D., & Mitchell, T. R. (2015). Expressed humility in organizations: Implications for performance, teams, and leadership. Organization Science, 26(5), 1517-1538. https://doi.org/10.1287/orsc.2015.1011
Park, Y., McLean, M., & Yang, B. (2016). The impact of transparency on employee turnover intentions: Understanding the role of trust. Public Personnel Management, 45(2), 202-223. https://doi.org/10.1177/0091026016632896
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