What is Inclusive Leadership Training?
What Does Inclusive Leadership Mean?
Inclusive leadership is the ability to embrace diversity when leading a team and creating environments where everyone feels valued, respected, and included.
Inclusive leaders do not treat everyone equally; they recognize the different challenges and opportunities that each person has experienced, and works with them accordingly.
Inclusive Leaders are:
💥Disruptive
Inclusive leaders challenge outdated practices that no longer serve the modern workplace. When encountering exclusive policies, they work to revise them, considering people's differences.
For Example: An organization's dress code prohibits certain hairstyles or tattoos. Instead of enforcing these policies that have been in the organization since the start, an inclusive leader will question the necessity of them and advocate for changes to management.
📝Lifelong Learners
They recognize that creating an inclusive environment requires continuous learning. They have the humility to admit when they don’t know something and take the initiative to educate themselves and advocate for new processes to meet the evolving team needs.
For 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.
⌛Accountable
Inclusive leaders hold themselves and others accountable for advancing diversity, equity, and inclusion (DEI), recognizing that creating an inclusive environment extends beyond the HR department—it's a collective organizational effort.
To ensure inclusivity remains integral to the workplace, leaders integrate DEI principles into all facets of the organization, encompassing recruitment, selection, training, and retention. In communicating expectations, inclusive leaders serve as role models, proactively addressing instances of bias, discrimination, or exclusion within the team or organization.
For Example: When an inclusive leader observes an employee's non-participation in weekly meetings, they don't overlook it. Instead, the leader schedules a meeting with the employee to discuss their concerns, discovering discomfort in sharing dissenting opinions publicly. Going forward, the inclusive leader asks all team members to schedule a meeting to discuss their conflicting opinions. Here, the leader recognizes their role in fostering an open environment and proactively addresses it, rather than dismissing inclusivity as an HR issue.
💯Authentic
Inclusive leaders don’t care about being perceived superior and untouchable. They humanize themselves by sharing their own vulnerabilities and normalize making mistakes and learning from them. This approach establishes mutual trust within the team, fostering an environment where team members feel comfortable expressing opinions freely and seeking assistance from the manager.
For Example: Paula, the team lead faces project delays due to unforeseen circumstances. In a team meeting, Paula openly addresses the challenges, acknowledging the team's hard work and the obstacles they face. Instead of downplaying the situation or placing blame elsewhere, they take responsibility for the delay and admits that the team is dealing with unexpected obstacles.
Paula shares their own frustration about the setback but emphasizes his confidence in the team's abilities to overcome challenges together. They express empathy for the stress the team may be feeling and recognizes the importance of their well-being.
Why Your Organization Needs Inclusive Leaders
Reason #1: Population Diversity is Growing
The U.S. is projected to become a nation of mostly minorities by 2045, with White people comprising less than 50% of the population. Notably the remaining half of the population will consist of Hispanic (24.6%), Black (13.1%), Asian (7.9%), multiracial individuals (3.8%) , and other ethnicities.
Approximately one-third of the population in Canada will consist of visible minorities by 2031.
To successfully navigate this increasing diversity, organizations must prepare for a heterogeneous workforce. This begins with training leaders to recognize and address their own biases. Additionally, leaders need to learn effective strategies for collaborating with individuals from diverse backgrounds.
This proactive approach ensures that organizations are ready to leverage the strengths of a diverse workforce.
Reason #2: An Inclusive Culture Pays Off
Inclusive organizations exhibit a 70% higher likelihood of penetrating new markets, generating 2.3 times more cash flow than their counterparts, and are 1.7 times more likely to emerge as innovation leaders.
A more inclusive workplace contributes to better business performance for numerous reasons. By fostering collaboration among individuals with diverse viewpoints, organizations can make decisions that are up to 50% more effective. Additionally, increased employee engagement is observed, as employees are more motivated when they feel valued and respected.
This is compelling evidence that emphasizes the need to embrace purpose-driven leadership and invest in DEI efforts. By doing so, organizations not only position themselves for financial success but also cultivate environments that foster innovation, collaboration, and sustained employee satisfaction.
Reason #3: Inclusive Leaders Make a Difference
The behaviors of leaders can influence up to a 70 percentage point difference in the level of inclusion perceived by employees. The actions, decisions, and overall conduct of leaders play a substantial role in shaping the sense of inclusion among employees in the workplace.
When employees feel a sense of belonging, team performance increases by 17%, decision making quality improves by 20%, and collaboration by 29%.
With the significant influence leaders can have on their direct reports and overall organizational success, there is a clear need for companies to invest in leadership training.
What Does Leadership Training Teach You?
Learning Outcome #1: Address Leadership Biases
Leadership biases occur when leaders have prejudices or assumptions they may unknowingly possess which influences their decisions and behaviors.
These subconscious decisions, when made by people in positions of power, are exponentially impactful as employees normalize these attitudes and continue to pass them along through the entire organization.
💡DID YOU KNOW: There are 4 main types of biases for leaders to be aware of:
Contrast Bias
The tendency to compare employees to each other rather than against a specific criteria. This can lead to skewed assessments, impacting decisions on tasks or promotions.
Implicit Bias
Unconscious attitudes or stereotypes that influence decisions about employees based on characteristics like race, gender, or age.
Confirmation Bias
Selectively gathering or interpreting information that aligns with preexisting beliefs.
Affinity Bias
The inclination to favor individuals who share similar characteristics, backgrounds, or experiences. This can impact hiring and opportunities for career advancement as managers select others like them, potentially limiting diversity and inclusion efforts.
🤔Consider this scenario: During an annual performance review, Manager A evaluates Employee X immediately after discussing Employee Y, who had a particularly exceptional year. Due to the recent contrast with Employee Y's outstanding performance, Manager A unintentionally undervalues Employee X's accomplishments, not recognizing their own separate merits.
To mitigate situations where bias may occur like the scenario discussed, training is provided to raise awareness among individuals about their own biases. This training equips participants with the ability to detect biases as they occur and empowers them to consciously override them in their decision-making processes.
Read more about bias in: What is Unconscious Bias Training?
Learning Outcome #2: Understand the Six-Factor Inclusive Leadership Model
This is a popular framework that highlights 6 key characteristics of inclusive leaders and its associated elements. Here is an overview of what is framework consists of:
Cognizance
Being mindful of personal and organizational bindspots and implementing structures to mitigate unconscious biases.
Element: Self regulation
Inclusive leaders accept their own biases and think about moments when they are most vulnerable to biases. They follow processes to avoid having their personal biases influence decisions and identify and address organizational processes that are inequitable.
Element: Fair play
Leaders are aware of and implement the three features of fairness:
Outcomes: Are outcomes such as pay allocated on the basis of capability?
Process: Are the processes in determining these outcomes transparent, consistent, based on accurate information?)
Communication: Are the reasons for decisions made explained to those affected?
Courage
Speaking up against and challenging the status quo and not being afraid to take risks in support of inclusion.
Element: Humility
Inclusive leaders possess self-awareness regarding their strengths and weaknesses. They openly admit mistakes and actively seek assistance from others to overcome personal limitations.
Element: Bravery
These leaders confront problematic organizational attitudes and practices. They also hold others accountable for non-inclusive behaviors.
Commitment
Demonstrating long term commitment to DEI because it aligns with their personal values and they believe in the effectiveness of it.
Element: Personal Values
They treat all team members with fairness and respect and take initiative to ensure each individual feels a sense of belonging.
Element: Business Case
They treat DEI as a business priority by allocating resources towards DEI efforts and clearly articulate the value of diversity and inclusion in the workplace.
Collaboration
Leveraging the thinking of diverse teams and empowering individual differences.
Element: Empowerment
Effective leaders give team members the autonomy to handle challenges and hold them accountable for their performance.
Element: Teaming
They create teams that are diverse in thinking and ensure that team members respect each, taking action when needed to address conflict.
Element: Voice
They create a safe environment where individuals are free to express their opinions and includes all team members in discussions.
Cultural Intelligence
Working effectively in cross-cultural interactions.
Element: Drive
Inclusive leaders are interested in learning about other cultures and seek opportunities to experience culturally diverse environments.
Element: Knowledge
They seek country-specific knowledge to understand the local context they’re operating within. This includes business and economic knowledge, norms, and politics.
Element: Adaptability
They accept that behaviors may need to be adapted to suit different cultural situations. These individuals work well with diverse individuals by using appropriate verbal and non verbal behavior.
Curiosity
Having an open mindset and a genuine interest in understanding how others view and experience the world.
Element: Openness
Inclusive leaders know their own limitations and the value of new ideas. They seek the perspectives of others with diverse backgrounds in ideation and decision making.
Element: Perspective Taking
They are active listeners and engage with respectful questioning to better understand others’ viewpoints.
Element: Coping with Uncertainty
They accept that uncertainty is inevitable and are adaptable with change.
Learning Outcome #3: Avoid Common Pitfalls of Leadership
Being a leader is a complex and multi-faceted role, and even the most experienced leaders encounter challenges.
Taking a proactive approach, inclusive leadership training teaches individuals about the following common pitfalls that many experience in their position:
Treating everyone the same
Being inflexible
Lacking vision
Knowing it all
Lacking recognition or rewards
Failing to provide or receive feedback
Favoritism
Lack of communication
Micromanagement
Learning Outcome #4: Diversity Goal Setting
Implementing change is the most difficult part of creating an inclusive environment. Setting specific diversity goals has been found to be one of the most effective methods for increasing representation of minority groups.
With this in mind, inclusive leaders can use the ACT framework to assess the situation, commit to setting tangible goals, and take action. Here is an example of ACT framework implementation:
Assess:
Maria begins by assessing the current state of diversity and inclusion within her department. She reviews demographic data, gets feedback from employees, and conducts an analysis of the existing policies and practices. This helps her identify areas for improvement and understand the unique challenges her team faces.
Commit:
Based on her assessment, Maria commits to setting tangible diversity goals for her department such as increasing the number of women in leadership roles. Maria communicates this commitment to her team and expresses her dedication to fostering a more inclusive workplace.
Take Action:
Maria takes concrete steps to implement change. She establishes inclusive hiring practices, and provides diversity and inclusion training for all team members. Maria ensures that these goals are specific, measurable, and aligned with the organization's overall diversity strategy.
🔦Spotlight: Inclusive Leader Role Models
Several incredible individuals have been recognized for their inclusive leadership qualities. By embodying this leadership style, they have been able to make significant contributions to their organization and community. If you’re looking for role models to emulate, consider these inclusive leaders:
Tim Cook, CEO of Apple
Cook is known for being one of the first openly gay CEOs of a major global company. He has been an advocate for LGBTQ+ rights and has worked to create a more inclusive culture at Apple, including supporting diversity and inclusion initiatives.
Melinda Gates, Co-chair of the Bill & Melinda Gates Foundation
Gates has been a vocal advocate for women's rights and gender equality. Through her work at the foundation, she addresses global issues with a focus on creating opportunities for women and girls.
Satya Nadella, CEO of Microsoft
Nadella encourages a culture of collaboration and diverse perspectives at one of the most influential tech companies in the world. He emphasizes the importance of empathy and curiosity, fostering an environment where different viewpoints are valued in decision-making.
Bernard J. Tyson, former CEO of Kaiser Permanente
Tyson was dedicated to addressing healthcare disparities in his organization. He emphasized the importance of providing accessible and equitable healthcare to all, regardless of background or socioeconomic status.
Resources for Learning About Inclusive Leadership
By increasing self-awareness, developing inclusive behaviors, and providing practical tools, leadership training equips your employees to create environments where every voice is heard, valued, and celebrated.
Here are additional resources to creating diversity and inclusion in the workplace:
Guideline to using inclusive language
Strategies for having open DEI conversations
The Leadership Shadow model self-reflection tool
Report by Ph.D recipients delving into all aspects of inclusive leadership
Inclusive Leadership Training Comparison
Inclusive Leadership Training is considered Advanced Training because:
This training goes beyond basic leadership skills by emphasizing the development of empathy and a deep understanding of diverse perspectives. It equips managers with the ability to connect with individuals from various backgrounds, fostering a workplace culture of empathy and inclusion.
Leaders encounter complex challenges and this training equips them with the tools and strategies to navigate these challenges effectively. It builds upon previous learning in sessions including addressing issues such as unconscious bias, microaggressions, and creating inclusive workplaces.
Inclusive leadership training in this area empowers executives to strategically leverage diversity as a competitive advantage, aligning DEI efforts with organizational goals and long-term success.
Inclusive Leadership Training Methods & Costs
Inclusive Leadership Workshop
Overview: Traditional in-person workplace session
Group Size: Limited capacity, best for small groups
Duration: Half or full day workshops
Cost: Starts at $10,000 and can range to $50,000+ for well-known speakers
Online Inclusive Leadership Training
Overview: Popular in small hybrid/remote teams and large companies
Group Size: Unlimited participants and digital recording for future learning
Duration: One to two hour sessions
Cost: Ranges from $2,500 - $5,000 depending on customization needed
Inclusive Leadership e-Learning Course
Overview: Module based self-paced learning for individuals
Group Size: Individual education that can be scaled as organization requires
Duration: 1 month course individually or 1 year as part of other training
Cost: From $1 / user per month
