Harvard Business Review focuses on the qualities and attributes of leaders who promote inclusivity in their organizations. These leaders recognize the importance of creating an inclusive workplace and the positive impact it has on employee engagement and overall performance.
Statistics reveal the significance of inclusive leadership –
Improvement in Employee Performance – A study conducted by Deloitte found that companies with inclusive leaders are 1.7 times more likely to be innovative and agile, which significantly improves their overall performance.
Higher Levels of Employee Engagement – Inclusive leaders create environments where employees feel valued and heard. A survey by The Great Place to Work Institute shows that 83% of employees working under inclusive leaders are engaged, compared to only 63% in other cases.
Boost in Team Creativity – Inclusive leaders foster diverse and inclusive teams that are more creative and innovative. Research by Josh Bersin demonstrates that diverse and inclusive companies are 1.7 times more likely to be innovative leaders in their market.
Enhanced Problem-Solving – Inclusive leadership also enhances a team’s problem-solving abilities. A study by the Boston Consulting Group found that companies with more diverse leadership teams generate 19% higher revenues due to innovation.
Inclusive leaders embody various key qualities:
Empathy – They genuinely care about the well-being of their employees and can put themselves in others’ shoes. Empathetic leaders create a safe environment where employees feel comfortable sharing their ideas and concerns.
Awareness – Inclusive leaders are aware of their own biases and are committed to addressing them. This self-awareness helps them make better decisions and promote fairness.
Cultural Competence – They have an understanding of different cultures, beliefs, and values. This knowledge allows them to appreciate and respect diverse perspectives.
Courage – Inclusive leaders are willing to speak up and challenge discrimination or exclusion when they see it. They are brave advocates for equality and justice in the workplace.
Commitment to Learning – They continually seek to learn more about inclusivity and diversity. They understand that it’s an ongoing process and that there is always room for improvement.
Inclusive Behavior – Their actions align with their words. They don’t just talk about inclusivity; they actively promote it through their daily interactions and decision-making.
Inclusive leaders create a positive feedback loop – Their behaviors encourage employees to be more engaged, and engaged employees are more likely to offer their perspectives and ideas, contributing to better innovation and problem-solving. This, in turn, results in improved performance and revenue.
The ripple effect that fostering inclusive leadership has on the workforce and the organization, ultimately leads to better business outcomes. It serves as a valuable resource for businesses looking to build and strengthen inclusive leadership within their ranks.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
