Empower Your Leaders with Inclusive Leadership

We know that inclusion yields many organizational benefits:

• A happier and healthier workplace
• Better talent retention
• More innovative teams
• Better decision making

The list goes on. And yet many organizations struggle with actively creating a culture whereby all members of the team feel empowered.

Dive deeper: Case study - 12K employees trained on Inclusive Leadership. Over 18-months, one client gained a common language, skills, and knowledge leading to true behavior and culture change that resulted in implementing several successful DEI initiatives. 

How to Reap the Benefits of Inclusive Leaders

To reap the benefits of inclusion, organizations must focus on developing inclusive leaders. Learning how to be an inclusive leader is more than just good intentions or an open mind. It requires a fundamental shift in the way leaders approach their role and manage their teams. Any leader who wishes to lead more inclusively must adopt a mindset of empathy, humility, and respect. 

While these might sound like lofty ideas, there are many surprisingly simple actions any leader can take to immediately develop a more inclusive leadership style. 

Communicate with Empathy

Empathy is fundamental to inclusive leadership because inclusion is all about acknowledging and valuing the ways that we are different. The most empathic leaders are curious about the different experiences members of their team bring to their work, and intentionally draw these out.

Dive Deeper: Research Shows that empathy is an effective leadership skill. What is empathy and how can you demonstrate empathy in the workplace?

The result is a team of people that feels valued because of the different perspectives they bring.

Real-Life Example: Microsoft’s Empathy-Driven Leadership

Microsoft CEO Satya Nadella has been widely recognized for his emphasis on empathy in leadership. Under Nadella’s guidance, Microsoft shifted its culture to prioritize empathy and inclusivity, leading to a more open and collaborative work environment.

Nadella encourages employees to listen and understand each other’s viewpoints, especially during team discussions. This approach has been credited with driving innovation and transforming Microsoft’s workplace culture.

By leading with empathy, Microsoft has created a more inclusive environment that values diverse perspectives, ultimately improving both employee satisfaction and business outcomes.

Putting This into Practice

1.  Ask Open-Ended Questions: Start conversations by asking open-ended questions to encourage team members to share their unique experiences and perspectives. For instance, try asking, “How do you see this issue?” or “What insights do you think we’re missing?” This invites team members to contribute their viewpoints without feeling pressured to align with the leader’s perspective.
   
2. Encourage Disagreement: Create a culture where disagreement is not only welcomed but seen as valuable. Set up meetings where diverse viewpoints are actively sought. You could say something like, “I’d love to hear from someone who has a different opinion or perspective on this matter,” making it clear that different ideas are respected.
   
3. Appreciate Differences Publicly: When team members express unique perspectives, show appreciation for their input. For example, if a team member brings up a point that challenges the norm, acknowledge it by saying, “I hadn’t thought of it that way—thank you for sharing.” This approach reinforces that their contribution is valued.
   
4. Follow Up: Empathy isn’t a one-time effort. Make it a habit to follow up on conversations where team members have shared personal perspectives or challenges. This shows genuine interest and reinforces a culture of empathy.
   
   

Communicate with Humility

An inclusive leader knows their own limitations and genuinely believes they need others to succeed. This mindset of humility is a key pillar of an inclusion mindset.

In practice, this can mean:

• Inviting more people into the conversation than you think you need
• Engaging with them and asking for their opinions and suggestions
• Be authentic and listen to what is being said – integrate these views and ideas into your own initiatives and lead by example.

Taking the time to see the organization through the eyes of others is one of the sincerest ways to demonstrate humility because you’re admitting that you don’t know it all. 

Remember, leaders are human! Missteps are inevitable. Inclusive leaders have the courage to take responsibility and apologize without qualifying. In these difficult moments, leaders set the example for the rest of the organization. 

Real-Life Example: Mary Barra, CEO of General Motors (GM)

Mary Barra has shown humility in her leadership by acknowledging her own limitations and mistakes and actively seeking diverse perspectives. When GM faced a major safety crisis with faulty ignition switches, Barra accepted responsibility and addressed the issue directly. She emphasized transparency, encouraged employees to speak up, and listened to diverse viewpoints on improving GM’s safety culture.

Putting This into Practice

1. Invite Broader Participation: Proactively include a range of team members in discussions, especially those from underrepresented groups. Their fresh perspectives can help identify blind spots and generate new ideas.
2. Practice Active Listening: When team members share feedback or ideas, listen without interrupting. Show genuine interest by asking clarifying questions and summarizing what was said to ensure understanding.
3. Show Accountability: When mistakes happen, own up to them without defensiveness. Apologize sincerely and outline steps to improve, setting an example of transparency and growth.
4. Seek Out Mentors and Allies: Even as a leader, finding people to provide honest feedback can offer valuable insights and prevent potential oversights. This also demonstrates that learning and improvement are ongoing.
   
   

Communicate with Respect

Respect is about holding space for the preferences of others, and recognizing that we may not always understand them fully. Inclusive leaders are lifelong learners and committed to keeping up with changing norms and expectations.

Whether this is:

• Eliminating outdated words from your vocabulary
• Getting comfortable using new terms
• Simply rethinking the questions you ask your team members to avoid micro-aggressions

Leaders have daily opportunities to practice the mindset of respect. Examples include: explicit acts of listening (“Could you tell me more about that?”), asking others for their opinions (“What’s your take on this idea?”), or taking an interest in their experiences (“Has this been true for you in the past?”).

Real-Life Example: Patagonia and Communicating with Respect

Patagonia, the outdoor clothing and gear company, exemplifies a commitment to respectful communication and inclusive leadership through its initiatives and corporate culture. One significant example of this can be seen through its Fair Trade Certification Program, which ensures that the workers who make their products are treated with dignity and fairness. This initiative demonstrates respect not only for employees but also for the broader supply chain, fostering an inclusive and equitable environment.

Fostering Respect Through Fair Practices

The Fair Trade Certification Program supports workers by providing safe working conditions, fair wages, and additional financial premiums. Patagonia involves its employees in understanding and promoting the program, reinforcing respect as a core organizational value.

Here’s how Patagonia demonstrates respect through this initiative:

1. Explicit Acts of Listening: Patagonia works directly with its suppliers and factory workers to ensure Fair Trade premiums are used in ways that workers themselves choose. Decisions have included funding education programs, improving healthcare access, and building community centers, all based on worker input.

2. Inclusive Policies: The Fair Trade program guarantees better wages and safer working conditions for thousands of workers. By certifying factories and monitoring compliance, Patagonia ensures that its supply chain reflects its values of fairness and inclusion.

3. Rethinking Questions: Patagonia continually seeks feedback from its suppliers and Fair Trade-certified factories to ask, “What additional support or resources can help you meet your goals?” This approach promotes collaboration and respect for workers’ insights.

Beyond Inclusion: The Ripple Effect of Inclusive Leadership

As organizations strive to cultivate a truly inclusive culture, the journey doesn’t end with the implementation of inclusive leadership practices. Instead, it opens the door to a cascade of benefits that extend beyond the workplace, enhancing the community and industry at large. 

Inclusive leaders not only transform the internal dynamics of their organizations but also set a precedent for others to follow. They become beacons of progress, inspiring a wave of positive change that influences competitors, partners, and the broader market ecosystem. By championing diversity and inclusion, these leaders contribute to a world where innovative ideas flourish, diverse voices are celebrated, and everyone has the opportunity to succeed.

A truly inclusive leader will always be building the pillars of empathy, humility, and respect as part of their leadership mindset. Developing these skills requires commitment, but by taking on the challenge you will be in a position to enhance your leadership skills and inspire others to do the same.

Create a culture where everyone belongs with Inclusive Leadership training. An inclusive culture is one where:

• Differences are embraced
• Diverse ideas are welcomed
• Everyone feels a sense of belonging.

When organizations achieve their goal of creating a safe, welcoming workplace for people with diverse backgrounds, mindsets, and skillsets they achieve: 

• Increased employee engagement
• People feel more valued
• There is less conflict due to better
• More trusting relationships
• Increased innovative thinking and idea exchange, leading to improved problem-solving
• Improved ability to attract and retain a diverse candidate pool, and they achieve higher overall performance