Published on LinkedIn

Inclusive leadership is a management approach that has gained popularity in recent years. Inclusive leaders create an environment where everyone feels valued, respected, and included. Research has shown that this leadership style can significantly benefit both the organisation and its employees.

Here are three data points that highlight the benefits of inclusive leadership. 

1. Improved Employee Engagement 

A study conducted by Deloitte found that organisations with inclusive leaders were six times more likely to be innovative and agile. Inclusive leaders create an environment where employees feel safe to speak up, share their ideas, and take risks. When employees feel valued and heard, they are more engaged and motivated to contribute to the organisation’s success.

2. Increased Diversity and Inclusion 

Inclusive leadership can also lead to increased diversity and inclusion within an organisation. A study by Harvard Business Review found that inclusive leaders were more likely to hire a diverse workforce. Inclusive leaders are aware of their biases and actively seek to overcome them. They also create a culture of inclusion where everyone feels welcome and valued.

3. Improved Performance and Productivity 

Inclusive leadership can lead to improved performance and productivity. McKinsey & Company found that companies with diverse leadership teams were more likely to outperform their less diverse counterparts. This is because diverse groups bring a variety of perspectives and experiences to the table, which can lead to better decision-making. Inclusive leadership is clear.

As a speaker who delivers talks and workshops helping organisations see the value of inclusive leadership, I typically break the topic into the following areas:

1. The benefits of inclusive leadership (including those listed above)
2. The key behaviours of an inclusive leader
3. How to create psychological safety in the workplace
4. Cultivating inclusive meetings
5. An introduction to inclusive language and why it’s so important
6. Cross-cultural considerations

What are some of the challenges managers face when trying to lead inclusively?

I recently asked this question of senior leaders and middle managers during an Inclusive Leadership keynote for a culturally diverse, global organisation. A few of the responses included the following:

• In some cultures it’s difficult for employees to express dissent or challenge their supervisors
• Propagating the ideas and practices upward through the organisation may be difficult
• Managing toxic disruptors and dealing with resistance to change within the team can slow down progress.

Organisations can improve employee engagement, increase diversity and inclusion, and improve performance and productivity by creating an environment where everyone feels valued, respected, and included. 

While there may be some detractors in the team and in more senior roles within the company, leaders must recognise the importance of inclusive leadership and adopt this management approach. By doing so, they can create a more positive and productive workplace for everyone.

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Hi, I’m Shola and I help you create a people-first culture. My work sits at the intersection of Inclusion, Communication & Emotional Intelligence.

My keynote talks and workshops help your leaders and employees create high-performing work environments where people feel a sense of belonging and psychological safety. Sessions are high energy, interactive, and every participant walks away with at least one practical framework for connecting and collaborating more effectively.

Sound good to you? Please reach out and let’s discuss your next event! 🙂🎤✨