Disruptive Leadership: It's Role in Diversity, Equity, and Inclusion

Disruptive Leadership is at the very foundation of the diversity, equity, and inclusion initiative. Without disruptive leaders and strategies the DEI movement will be usurped by those who do not want to see it succeed.

In today's increasingly diverse and interconnected world, organizations are recognizing the importance of Diversity, Equity, and Inclusion (DEI) in the workplace. As such, leaders are turning to disruptive leadership techniques to drive successful and sustainable DEI initiatives. This essay will examine the impact of disruptive leadership techniques on improving DEI in the workplace, assess the benefits of disruptive leadership for creating sustainable initiatives and explore the challenges of implementing disruptive leadership to facilitate DEI in organizations.

Leadership techniques that promote a disruptive approach to workplace dynamics can have a positive impact on diversity, equity, and inclusion (DEI). According to CN Ryan (2016), “organizations must create an environment where all employees feel comfortable, accepted and respected” in order to promote a sense of belonging and inclusivity. To achieve this, disruptive leadership techniques can be employed, such as encouraging creative thinking, implementing innovative practices, and fostering open dialogue among employees. These techniques can help to break down existing workplace hierarchies and level the playing field, promoting a sense of equity and enabling employees to contribute fully to their organization. In addition, disruptive leadership techniques can help to overcome biases, break down stereotypes, and promote holistic understanding of diverse perspectives. This can help to create an atmosphere of openness and acceptance, allowing for collaboration and idea sharing from all backgrounds and identities. By promoting an environment of DEI, organizations can foster a more inclusive and equitable workplace that can be beneficial to all.

Disruptive leadership is a style of leadership that seeks to challenge the status quo and traditional practices in search of innovative solutions to problems. This type of leadership has been explored in the context of creating sustainable initiatives for diversity, equity, and inclusion by PA Kreitz in The Journal of Academic Librarianship (2008). Kreitz’s research focused on understanding how disruptive leadership can be used to foster an organizational culture that is committed to promoting and sustaining diversity, equity, and inclusion. In his study, Kreitz found that disruptive leadership can be beneficial in creating sustainable initiatives for diversity, equity, and inclusion by providing a framework that encourages the sharing of knowledge and skills and encourages organizational change. Moreover, it can help to build trust and create an environment of mutual respect between individuals of different backgrounds and perspectives. By providing a forum for open dialogue and collaboration, disruptive leadership can help to foster a culture of inclusion and create an environment in which individuals feel free to share their ideas, opinions, and experiences. Ultimately, Kreitz concluded that disruptive leadership can be a powerful tool for creating sustainable initiatives for diversity, equity, and inclusion.

Disruptive leadership is a powerful tool in facilitating diversity, equity, and inclusion in organizations (Banwo et al., 2022). It is a form of transformational leadership that seeks to challenge the status quo in order to create a more equitable and inclusive work environment. Implementing disruptive leadership can be difficult for organizations, as it requires a shift in the way they approach diversity and inclusion. For example, organizations must become more proactive in recruiting and retaining diverse talent, changing their hiring practices to include candidates from a variety of backgrounds, and creating a workplace culture that encourages and celebrates diversity. Additionally, organizations must be willing to provide resources and training to employees to help them understand the importance of diversity, equity, and inclusion. Finally, organizations must be willing to challenge the existing power structures and create systems that hold leaders accountable for their actions. Thus, it is important for organizations to recognize the challenges associated with implementing disruptive leadership and be prepared to make the necessary changes in order to foster an equitable and inclusive work environment.

Diversity, Equity and Inclusion initiatives are most successful when leaders employ disruptive leadership techniques to successfully drive sustainable initiatives. When leaders create a sense of openness, honesty and unapologetic candor in their approach to DE&I, these initiatives often lead to more creative and innovative results that can be sustained over time. A strategy of disruptive leadership, with an emphasis on collaboration and deep understanding of diverse perspectives, creates a path for greater success in all DE&I initiatives.

Here are 5 steps that disruptive leaders can take to drive the importance of diversity, equity, and inclusion (DEI) and its business case:

1. Communicate the importance of DEI: Disruptive leaders must clearly communicate the importance of DEI and the business case for diversity and inclusion. They should use data and statistics to show the positive impact that DEI can have on the bottom line, and explain how it supports the overall success of the organization.
2. Lead by example: Disruptive leaders must lead by example, demonstrating their commitment to DEI through their actions and decisions. This includes creating opportunities for underrepresented groups to have a voice, actively working to remove barriers to advancement, and creating a culture of respect and inclusiveness.
3. Foster a culture of openness and respect: Disruptive leaders should work to create a culture of openness and respect, where employees feel comfortable discussing DEI issues and can have a voice in shaping DEI initiatives. This can be achieved through employee engagement programs, DEI training and education, and promoting a positive and inclusive workplace culture.
4. Hold everyone accountable: Disruptive leaders should hold everyone accountable, including themselves, to promoting DEI in the workplace. This includes holding managers and employees accountable for creating an inclusive environment and taking action to address discrimination or bias when it occurs.
5. Continuously monitor and improve: Disruptive leaders should continuously monitor and improve DEI initiatives, recognizing that it is an ongoing journey, not a one-time event. They should gather feedback from employees and other stakeholders, and use this information to continuously improve DEI initiatives and drive better business outcomes.

Incorporating DEI metrics into the compensation package of an organization is also strong way for disruptive leaders to demonstrate their commitment to diversity, equity, and inclusion (DEI) and drive progress in this area. By tying compensation to DEI performance, leaders can incentivize employees and managers to prioritize DEI and make it a key part of their day-to-day work.

Incorporating DEI metrics into compensation packages can also help organizations measure and track progress towards DEI goals, and hold employees and leaders accountable for their DEI efforts. This can help to create a culture of continuous improvement and drive real change in the organization.

It's important to note that incorporating DEI metrics into compensation packages is not a one-size-fits-all solution and should be approached thoughtfully. The metrics used should be relevant and meaningful, and should be developed in consultation with employees and other stakeholders to ensure they align with the organization's DEI goals and values.

In conclusion, disruptive leaders play a critical role in driving DEI initiatives and creating a more diverse, equitable, and inclusive workplace. By having a positive impact on employee engagement and organizational alignment, they can help organizations reap the many benefits that come with a diverse and inclusive workplace.

Dr. Terry Jackson is Executive Advisor, Thought Leader Marshall Goldsmith 100 Coach, Top 10 Global Mentor, and Thinkers50 Top 50 Global Coach Transformation Coach. Dr. Jackson partners with Executives and Organizations to align Strategy, People and Processes to transform and sustain Peak Business Performance

Work Cited

M Khalifa."Exploring trust: culturally responsive and positive school leadership."https://www.emerald.com/insight/content/doi/10.1108/JEA-03-2021-0065/full/html

CN Ryan."Disruptive leadership: A grounded theory study of how three Kentucky women are leading change."https://search.proquest.com/openview/704f9b6f3f6dea4aca0af29f74776235/1?pq-origsite=gscholar&cbl=18750

"Best practices for managing organizational diversity."https://www.sciencedirect.com/science/article/pii/S009913330700242X