Becoming an Inclusive Leader: The Power of Awareness, Action, and Accountability

Not many of us study leadership at University or set out to develop a career as a leader. Most of us are good at our job and then find our career development pathway leads us to the destination of leadership. In short we're promoted based on our skills doing one thing, into a position that requires a completely different skill set!

In today's rapidly evolving workplace, the role of leadership is not just about driving performance and achieving business goals; it's also about fostering an environment where every individual feels valued, respected, and empowered to contribute their best. Inclusive leadership is more than a buzzword, it's a critical skill set that drives innovation, enhances employee engagement, and builds stronger, more resilient teams. According to a study by Deloitte, organisations with inclusive cultures are twice as likely to meet or exceed financial targets, six times more likely to be innovative, and eight times more likely to achieve better business outcomes .

However, becoming an inclusive leader requires intentionality and a commitment to continuous learning and growth. In this article, we'll explore the journey of inclusive leadership through the Diversity Doctor framework of Awareness, Action, and Accountability, providing practical strategies to help you lead with inclusivity at the forefront.

Awareness: Recognizing Your Biases and the Impact of Inclusion

The first step in becoming an inclusive leader is cultivating awareness, both self-awareness and an understanding of the diverse needs of your team. Awareness involves recognizing your own biases, understanding how these biases influence your decisions, and acknowledging the broader impact of inclusion on your team and organisation.

Understanding Implicit Bias Implicit biases are the unconscious attitudes and stereotypes that influence our behavior and decisions. Research from Harvard's Project Implicit reveals that nearly 70% of people have a preference for individuals similar to themselves . This can manifest in subtle ways, such as favoring certain voices in meetings, overlooking the contributions of minority team members, or making assumptions about someone's capabilities based on their background.

The Cost of Exclusion A lack of inclusion can have tangible impacts on both employees and the organization. Gallup reports that employees who do not feel included are less likely to be engaged at work, which can lead to higher turnover rates and decreased productivity. In fact, organizations with low employee engagement experience 18% lower productivity and 16% lower profitability .

The Benefits of Inclusion On the flip side, inclusive leadership can significantly enhance team performance. A McKinsey report found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile . Moreover, teams with inclusive leaders are 17% more likely to report that they are high-performing and 20% more likely to make high-quality decisions .

Awareness in Practice To cultivate awareness, start by educating yourself and your team on the concepts of unconscious bias and microaggressions. Use tools like the Implicit Association Test (IAT) to identify your biases and seek feedback from diverse team members to gain a better understanding of their experiences. Encourage open dialogue about diversity and inclusion, and listen actively to the voices that are often underrepresented in these conversations --- Download a FREE D&I Conversation Starter Guide here ---

Action: Leading with Intention and Inclusivity

Once you have a foundation of awareness, the next step is to take action. Inclusive leadership is not just about intentions, it's about implementing practices that actively promote inclusion and equity within your team and organisation.

Inclusive Decision-Making Inclusive leaders actively seek out diverse perspectives and involve a wide range of voices in decision-making processes. This approach not only leads to better decisions but also fosters a sense of belonging among team members. According to a study by Cloverpop, inclusive decision-making leads to decisions that are 60% faster with 75% better results .

Building Diverse Teams Diverse teams drive innovation and creativity. However, diversity without inclusion can lead to tokenism and disengagement. As a leader, it's important to not only hire for diversity but also create an environment where diverse team members feel valued and empowered. Set clear goals for diversity in hiring and promotion, and ensure that these goals are aligned with broader business objectives.

Creating Safe Spaces Psychological safety is a cornerstone of inclusive leadership. Leaders need to create environments where team members feel safe to speak up, share their ideas, and voice their concerns without fear of retribution. Google’s Project Aristotle identified psychological safety as the most important factor in building successful teams . Foster this safety by encouraging open communication, acknowledging mistakes, and showing vulnerability as a leader.

Action in Practice To lead inclusively, implement structured processes for decision-making that include diverse voices. For example, during team meetings, use round-robin discussions or anonymous input methods to ensure that all team members have the opportunity to contribute. Regularly review your team's composition and set specific, measurable diversity goals. Provide training on inclusive leadership skills, such as active listening, empathy, and conflict resolution.

Accountability: Measuring Progress and Holding Yourself Accountable

The final component of inclusive leadership is accountability. It's essential to not only set goals for inclusion but also to track progress and hold yourself and your team accountable for making meaningful change.

Set Clear Metrics Define what success looks like for your D&I initiatives. This could include metrics such as the diversity of your leadership team, employee engagement scores, or the retention rates of underrepresented groups. According to Glassdoor, 67% of job seekers consider workplace diversity an important factor when evaluating job offers, making it a crucial element of your employer brand .

Regularly Review and Report Conduct regular reviews of your D&I efforts and share these findings with your team. Transparency builds trust and demonstrates your commitment to continuous improvement. For example, LinkedIn's 2020 Global Talent Trends report found that organisations with inclusive cultures are 22% more likely to have lower turnover rates .

Hold Leadership Accountable Inclusive leadership starts at the top. Ensure that leaders across the organisation are held accountable for D&I outcomes. This could involve tying diversity metrics to performance evaluations or setting clear expectations for inclusive behavior in leadership roles. Research by Russell Reynolds Associates found that organizations with strong D&I accountability mechanisms are 2.6 times more likely to be high-performing .

Accountability in Practice Develop a regular cadence for assessing the impact of your D&I initiatives. Use employee surveys, focus groups, and diversity audits to gather feedback and measure progress. Share your findings openly and use them to guide future actions. Consider establishing a D&I council or task force to oversee these efforts and keep leadership accountable.

Conclusion: Leading with Inclusion, Driving Success

Inclusive leadership is a journey that requires continuous commitment to awareness, action, and accountability. By recognizing your biases, taking intentional steps to foster an inclusive environment, and holding yourself accountable for progress, you can create a workplace where every individual feels empowered to contribute their best.

As you strive to become a more inclusive leader, I invite you to subscribe to this weekly newsletter, join the Diversity Doctor Community for exclusive access to resources, training, and support. And to help you get started right away, download our FREE Conversation Starter resource! This guide is packed with practical prompts and tips to help you confidently initiate meaningful D&I conversations with your team, setting the foundation for a more inclusive and collaborative culture.

Call to Action: Download your free Conversation Starter resource today and start leading empowered D&I conversations that make a difference. Let’s work together to create workplaces where diversity thrives!