The Power of Inclusive Leadership: Building Stronger Teams and Better Outcomes

After spending half of my life in academia, I decided to join the private sector. Working for a large organization, I found myself under the guidance of a manager whose leadership was both grounded and transformative. From the very first moment, she asked something simple yet profound: "Trust me." At the time, I didn’t fully understand what that trust would mean, but her sincerity was undeniable. She didn’t just hire me; she opened a door to a journey I hadn’t yet imagined. Of course, I began this journey with trust.

With each step, as I placed my trust in her hands, she gently guided me. She wasn’t merely a boss, but a mentor—offering counsel, wisdom, and quiet support. Through her, I began to understand what it truly means to lead inclusively. She wove lessons into every interaction, showing me that leadership is about more than authority. It’s about fostering a space where every voice has a place, where belonging isn’t just a word, but a practice.

Her lessons weren’t just theoretical; they lived in the way she acted, in the small decisions she made that gave every person a sense of dignity. She taught me that leadership is not about standing out, but about ensuring no one is left unheard. Slowly, I learned that an inclusive leader doesn't simply inspire change—they cultivate an environment where change is inevitable, where growth is shared by all.

And in trusting her, I learned that inclusive leadership is not a skill to be learned, but a way of being—a way of seeing others and guiding them to see themselves as they truly are. Through her mentorship, I found my own voice as a leader, shaped by her steady presence and the trust she had in me from the start.

That leadership is a transformative approach that drives organizational success by fostering a culture of belonging and innovation is no longer a surprise. Research on various leadership frameworks highlights the importance of inclusivity in driving performance and employee satisfaction. Transformational leadership emphasizes inspiring and motivating team members (Bass, 1985), servant leadership focuses on the growth and well-being of individuals (Greenleaf, 1977), and authentic leadership prioritizes transparency and ethical behavior (Avolio & Gardner, 2005)—all of which align with the principles of inclusive leadership. As diversity in the workplace begins to reveal itself (it’s been there all this time, right?), leaders who embrace inclusivity are better equipped to navigate complex challenges, engage their teams, and achieve sustainable growth (Shore et al., 2011).

What is Inclusive Leadership?

Inclusive leadership entails creating tangible actions that make diversity feel valued and seen. For instance, during team meetings, an inclusive leader doesn’t simply listen to ideas but actively seeks out differing viewpoints—whether it’s from the quieter team member or from someone who brings a perspective shaped by a different cultural background. This approach fosters an environment where all individuals feel respected and heard.

Inclusive leaders address biases head-on. A leader who recognizes their own biases can lead by example, showing that acknowledging our imperfections is part of the growth process. In one instance, my manager facilitated a workshop on bias that prompted all of us to reflect on our assumptions and how they might affect our decisions. This created a more open dialogue where team members felt safe to share their experiences and challenge outdated norms.

Finally, inclusive leadership promotes equity—ensuring that everyone, regardless of their background, has access to the same opportunities for success. This could mean offering mentorship to those who might not have had the same advantages in their careers, or ensuring that resources for career development are available to all. Through these examples, inclusive leadership becomes a practice—a commitment to action that builds a truly empowering and equitable work environment.

Key Traits of an Inclusive Leader

1. Self-awareness: Recognizing personal biases and being open to continuous learning and growth.
2. Empathy: Understanding and valuing the unique experiences and perspectives of team members.
3. Courage: Challenging the status quo and advocating for fairness and equity.
4. Accountability: Taking responsibility for creating and sustaining an inclusive work environment.
5. Collaboration: Encouraging diverse perspectives and fostering teamwork across different backgrounds and experiences.

Benefits of Inclusive Leadership

When leaders prioritize inclusivity, organizations experience a range of benefits, including:

• Increased innovation: Diverse teams bring varied perspectives, leading to creative solutions and new ideas.
• Improved employee engagement: When employees feel valued and included, they are more likely to be engaged and committed to their work.
• Stronger team performance: Inclusive teams work more cohesively and are better equipped to handle challenges.
• Enhanced reputation: Organizations known for their inclusive culture attract top talent and build stronger relationships with stakeholders.

Practical Steps to Foster Inclusive Leadership (see the Challenge below)

1. Provide inclusive leadership training: Equip leaders with the knowledge and skills to foster an inclusive workplace.
2. Encourage open dialogue: Create safe spaces for employees/team members to share their experiences and concerns.
3. Review policies and practices: Ensure that organizational policies promote equity and do not inadvertently exclude certain groups.
4. Celebrate diversity: Recognize and appreciate the contributions of individuals from diverse backgrounds.
5. Seek continuous feedback: Regularly assess the inclusivity of your leadership practices and make necessary improvements.

Inclusive leadership is not just a moral imperative; it is a strategic advantage. Leaders who embrace diversity create resilient, high-performing teams capable of navigating the complexities of today’s workplace. By encouraging open communication, valuing every voice, and fostering an environment where everyone feels empowered, inclusive leaders can unlock the full potential of a workforce and drive sustainable success.

My manager’s leadership taught me that embracing inclusion is not merely about policies or initiatives—it’s a way of being, a daily practice that shapes the future of an organization. If you’re ready to embrace inclusive leadership, take that first step today—create a culture of belonging, listen to diverse voices, and lead with empathy and accountability.

30-Day Inclusive Leadership Challenge

This challenge is designed to help you develop and strengthen your inclusive leadership skills over the course of 30 days. Each day, you'll focus on a specific action, reflection, or behavior that promotes inclusivity within your workplace or community.

Day 1: Commit to growth

• Set an intention for the next 30 days. Write down why inclusive leadership is important to you and what you hope to achieve.

Day 2: Listen actively

• Practice active listening in every conversation today. Focus entirely on the speaker, without interruptions, and ask follow-up questions to show you value their perspective.

Day 3: Reflect on your biases

• Take a moment to reflect on your own biases. Consider how these might affect your decisions and actions. Read about unconscious bias to deepen your understanding.

Day 4: Engage a diverse perspective

• Reach out to someone with a different background, experience, or perspective than yours. Ask for their opinion on a project or idea.

Day 5: Recognize someone’s contribution

• Acknowledge a colleague’s contribution publicly, particularly someone who may not always receive the recognition they deserve.

Day 6: Hold yourself accountable

• Identify one area where you can improve as an inclusive leader and make a plan to take action.

Day 7: Foster open dialogue

• Start a conversation with your team about the importance of inclusivity. Create a safe space where people can share their thoughts and experiences.

Day 8: Celebrate cultural nuances

• Learn about a cultural tradition different from your own and share it with your team, promoting cultural awareness.

Day 9: Practice empathy (if you make a mistake, try again)

• Put yourself in someone else’s shoes. Take a moment to understand a colleague’s challenges or experience, and offer support or assistance.

Day 10: Be transparent

• Share a challenge you’ve faced as a leader and how you overcame it. This builds trust and shows vulnerability.

Day 11: Amplify underrepresented voices

• When someone from an underrepresented group shares an idea, help amplify their voice by ensuring their input is heard and valued by the wider team. In general, make sure all folks at the table feel welcome and valued there!

Day 12: Encourage participation

• Ensure everyone on your team has an opportunity to contribute during a meeting or discussion. You may need to follow up 1-1, or to be creative in having everyone share. Remember that no everyone is comfortable sharing in a group or aloud.

Day 13: Continue to educate yourself

• Read or watch something on inclusive leadership. Consider resources such as articles, books, or TED Talks by thought leaders in the field.

Day 14: Mentor someone

• Offer mentorship or guidance to someone on your team who may benefit from your experience. More so, sponsor someone!!

Day 15: Reflect on progress

• Halfway through, reflect on your progress. What changes have you noticed in your leadership style? What still needs work?

Day 16: Promote opportunity

• Review your team’s practices to ensure all employees have equal access to opportunities, training, and resources for growth.

Day 17: Give constructive feedback

• Practice delivering feedback in a way that is respectful and growth-oriented. Make sure it is inclusive and supportive. Don't highlight only what's missing but offer suggestions for how to proceed. Or ask the individual to propose their own suggestion(s).

Day 18: Share a personal story (be vulnerable)

• Share a personal experience that shaped your view of inclusion. Let your team see the journey that brought you to where you are today. Share something that shows your vulnerability, too, because we all learn.

Day 19: Create an inclusive environment

• Take small actions today to make your workspace more inclusive—whether it's adjusting how meetings are structured or scheduled, or how resources are distributed.

Day 20: Seek feedback

• Ask a trusted colleague or team member for feedback on your leadership approach and areas for improvement. This is your accountability partner, the person who knows your weaknesses and can keep you committed to fairness.

Day 21: Build alliances

• Reach out to someone outside of your usual network and build an inclusive alliance. Collaborate on a project or share insights.

Day 22: Prioritize work-life integration

• Foster an inclusive environment by supporting your team in maintaining a healthy work-life integration. Share resources on managing stress or personal time.

Day 23: Champion diversity in hiring/policies

• If possible, advocate for diversity in recruitment practices, ensuring a broad pool of candidates is considered for open positions. Consider your policies. Are they fair? Equitable? Inclusive?

Day 24: Support career development

• Identify folks on your team who might benefit from additional career development support and offer guidance or resources. Even if they won't stay with your team or with your company, it is your responsibility as a mentor-manager to help them understand that becoming better is an option.

Day 25: Show appreciation

• Show appreciation for someone’s contributions, especially someone whose work often goes unnoticed. This recognition can make a huge difference. But be mindful of how people want or like to be appreciated and recognized.

Day 26: Practice patience

• Demonstrate patience when working with others, especially when navigating complex or challenging conversations. Develop your emotional intelligence.

Day 27: Be open to feedback

• Create an open line for feedback from your team about your leadership style and inclusivity efforts. Encourage honest and constructive criticism.

Day 28: Lead by example

• Lead by example in demonstrating inclusivity. Take intentional actions to foster respect, collaboration, and empowerment.

Day 29: Foster collaboration

• Set up a collaborative project or discussion that brings together people from different backgrounds, skill sets, and perspectives. You are only going to benefit. It may take more time to set up, but the rewards are worth it.

Day 30: Reflect and plan ahead

• Reflect on your journey over the last 30 days. Write down the lessons learned and how you’ll continue to apply inclusive leadership practices going forward.

By the end of this challenge, you’ll not only have cultivated stronger inclusive leadership skills, but you will also have taken actionable steps to create a more supportive and diverse workplace culture. Good luck and thanks for reading!

References:

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Shore, L. M., Cleveland, J. N., & Sanchez, D. (2011). Inclusive workplaces: A review and model. Human Resource Management Review, 21(4), 317-334.