6 Key Qualities of an Inclusive Leader
by Mary Qualls & the CultureAlly Team
Inclusive leaders have many admirable qualities. They are empathetic, humble, energetic, confident and gracious to name a few. They utilize these qualities when leading diverse groups of people to reduce conflict and achieve their goals. Inclusive leaders acknowledge the intersecting identities of their team members and work to eliminate biases in the workplace. They understand the importance of multiple perspectives and encourage employees to assist them when they fall short.
Inclusive leaders cultivate a sense of belonging that is imperative to the success of their organization.
Learn more about Inclusive Leadership, here.
The Importance of Inclusive Leadership
There are a number of benefits that come with an inclusive leadership style. First and foremost, talented individuals are attracted to companies that prioritize inclusivity. Everyone wants to work with a leader that encourages authenticity, respects individuality and values diversity. Second, inclusive leadership promotes productivity by disrupting homogeneity. A homogenous workforce lacks creativity of thought and differences in ability. This makes it difficult to solve complex issues. Finally, an inclusive leadership style uplifts marginalized employees. They receive equal and equitable opportunities to succeed as their value is understood. The importance of inclusive leadership must not be understated.
6 Qualities That Foster Inclusivity
There are dozens of qualities that describe an inclusive leader. However, there are six key qualities that research by Deloitte Australia found that all inclusive leaders possess. Let’s examine each quality and review an example of that quality in practice.
Commitment
Commitment requires time and energy, two scarce commodities among leaders. In order to cultivate an inclusive workplace, leaders must wholeheartedly commit to the process. Inclusive leaders willingly participate as they understand that they are responsible for an employee's sense of belonging. If an employee does not feel that they are welcome in the workplace, then the leader has failed to commit to creating an inclusive atmosphere.
Example: An inclusive leader notices that an employee does not participate in weekly meetings. Rather than ignoring this occurrence, the inclusive leader schedules a meeting with said employee to discuss their lack of participation. The employee reveals that they are uncomfortable sharing dissenting opinions in front of the entire team. Going forward, the inclusive leader asks all team members to schedule a meeting to discuss their dissenting opinions.
Courage
Inclusive leaders engage in two courageous practices: (1) they challenge outdated organizational operations that discourage diversity and inclusion and (2) they acknowledge their shortcomings and welcome assistance. When in a position of leadership it is difficult to dissent, particularly when a practice is deeply rooted in an organization. Furthermore, requesting support is an act of vulnerability which is often discouraged among leaders.
Example: An inclusive leader notices that employees receive paid time off for Easter, but not Eid al-Fitr. Rather than remaining silent, the inclusive leader schedules a meeting with their superior to discuss paid time off for all religious holidays. This is an act of courage as the inclusive leader challenged the organization’s outdated practice of solely providing paid time off for holidays associated with a specific religion.
Cognizance of bias
Those who lead diverse groups of people must be cognizant of implicit and explicit biases. Biases impede objectivity and alienate others. Inclusive leaders look inward, taking note of their biases and how they harm those around them. They establish policies that are equitable and remove those that are inequitable. Inclusive leaders understand that biases lead to a homogenous workforce which is detrimental to productivity.
Example: An inclusive leader notices that a subcommittee created by the financial department to analyze profitability each quarter is solely composed of white employees. Is this coincidental? Or, was this decision rooted in the stereotypical belief that white individuals are more financially responsible than individuals of color? The inclusive leader schedules a meeting with the financial department to discuss the diversification of the subcommittee.
Curiosity
Wherever curiosity goes, open-mindedness will follow. Curiosity creates a passion for learning which is beneficial for those in leadership positions. Curiosity sharpens the mind by introducing new perspectives that reframe biases in a way that produces understanding. Inclusive leaders use their curiosity to encourage employees by actively listening and asking respectful questions. Most importantly, they are not judgmental.
Example: An inclusive leader overhears an employee discussing the barriers associated with promotions for people of color. Rather than going on about their day, the inclusive leader decides to research the oppression that people of color experience when attempting to climb the corporate ladder. They take this knowledge to their superior and discuss procedures that will allow all employees equal and equitable access to promotional opportunities.
Cultural Awareness
Inclusive leaders are respectful of employees with different religions, sexualities, abilities, ethnicities and so on. They are culturally aware, allowing them to adapt the way they communicate with employees from various backgrounds. This cultural awareness allows inclusive leaders to interact successfully with their team members and provide accommodations when necessary. Furthermore, inclusive leaders that are culturally aware understand how their own culture influences the way they work with others.
Example: An inclusive leader is introduced to a new employee who appears to be a man. Rather than assuming the pronouns of said employee based on socially constructed ideas of gender, the inclusive leader says, “Hello, my name is John and my pronouns are he/him. What is your name and what are your pronouns?” With this statement and question, the inclusive leader created a space for the new employee to introduce themself, authentically.
Collaboration
Inclusive leaders understand the significance of collaboration among a diverse group of people with varying viewpoints. They create an environment that encourages team members to respectfully share their opinions and provide feedback on the opinions of others. Conflict is avoided by reaffirming the idea that each employee is a part of the same team, working toward the same goal. In order to achieve that goal, team members must collaborate with one another and their leader.
Example: During a meeting, an inclusive leader ensures that each team member receives the same amount of time to share their ideas. Once everyone has shared their ideas, the inclusive leader acts as a moderator while employees provide feedback. They do not allow team members to talk over one another or take credit for an idea that does not belong to them.
The Inclusivity to Connection Pipeline
As a leader, your ability to form connections is paramount. However, connections cannot be formed in an atmosphere that is exclusive. Unfortunately, previous leadership styles were rigid and did not allow for inclusivity. This inhibited leaders’ ability to form connections with their employees. Today, leadership rooted in inclusivity is a priority. In order to be an inclusive leader, strengthen your commitment, courage, cognizance, curiosity, cultural awareness and collaboration skills. These qualities will allow you to form authentic professional relationships with your employees.
Inclusive leaders have many admirable qualities. They are empathetic, humble, energetic, confident and gracious to name a few. They utilize these qualities when leading diverse groups of people to reduce conflict and achieve their goals. Inclusive leaders acknowledge the intersecting identities of their team members and work to eliminate biases in the workplace. They understand the importance of multiple perspectives and encourage employees to assist them when they fall short. Overall, inclusive leaders cultivate a sense of belonging that is imperative to the success of their organization.
