What Are the 6 Cs of Inclusive Leadership?

Inclusive leadership helps create a culture that respects each team member and shows appreciation to people at all levels of the organization. Inclusive leaders commit to organizational change. It is not easy and often requires buy-in from the whole company.

Effective leadership is the cornerstone of any organization. A company that lacks focused, consistent management may not last. In the wake of a world-changing pandemic and technological advances that allow for greater collaboration, workers expect more from their leaders.

Workers want to understand that their leaders care about more than results. That means ensuring all employees matter to the team, regardless of their job titles or duties. That includes allowing team members to bring authentic experiences, values and history to their workplace daily.

Businesses can no longer expect to operate in a vacuum. What happens outside the doors of an office impacts what occurs inside its walls. Structural diversity and equality issues are coming to the fore now more than ever. To better understand and adapt to these challenges, leaders must be inclusive.

First: What is Inclusive Leadership?

Inclusive leadership is the thoughtful, deliberate practice of seeking different perspectives to inform decision-making. Inclusive leadership considers the lived-in experiences and expertise of others to ensure:

• Equitable treatment
• A sense of belonging and value
• Available resources and support for all team members to achieve their full potential

Inclusive leadership is integral to any diversity and inclusion initiative , but leaders must practice it thoughtfully.?

Why is Inclusive Leadership Important?

Inclusive leadership is not just a moral imperative. It is a wise business decision . Diverse organizations outperform their peers and have an incredible opportunity to capture new markets.

Inclusive leadership shows employees that companies value them for reasons beyond their financial contributions to the business. It overcomes biases and changes the status quo to foster an environment where all workers have a voice.

But inclusive leadership tends to be rare. Some places that claim to practice it may only pay lip service . Truly fostering inclusive leadership involves more than focus groups and quarterly initiatives with little follow-through.

The 6 Cs of Inclusive Leadership

Building a culture of inclusive leadership means fostering an environment where trust thrives. But what is the best way to promote that environment? Inclusive leaders who adhere to the following six principles could see significant benefits.

1. Commitment

No inclusive leadership initiative can work unless the entire organization commits to it. One team leader cannot do everything independently, nor should anyone expect them to. The whole company should set out guidelines for practices that relate to diversity and inclusion, and that includes:

• Dedicating resources to improving diversity and inclusion
• Treating all team members with respect and fairness
• Knowing what makes each team member unique and fostering connections between all members of the organization when possible
• Overcoming obstacles with a focus on adapting to meet others’ needs

2. Courage

When it comes to improving diversity and inclusion, no one has all the answers. The difference between companies that thrive in their efforts and those that do not is the willingness to admit it. Courage to recognize change is necessary and involves:

• Acknowledging personal weaknesses and seeking feedback to improve
• Displaying humility and the willingness to admit a mistake
• Knowing what makes each team member unique and fostering connections between all members of the organization when possible
• Overcoming obstacles with a focus on adapting to meet others’ needs

3. Cognizance of Bias

Everyone brings biases to the table , both conscious and unconscious. Biases influence decisions on the personal and organizational front. Understanding the reality of these biases makes for more effective inclusive leadership. Being aware of bias includes:

• Acknowledging personal weaknesses and seeking feedback to improve
• Displaying humility and the willingness to admit a mistake
• Knowing what makes each team member unique and fostering connections between all members of the organization when possible
• Overcoming obstacles with a focus on adapting to meet others’ needs

4. Curiosity

A commitment to curiosity shows a willingness to learn and improve. Some situations will always be ambiguous, and uncertainty is, well, certain. But companies and leaders who offer a drive for continuous improvement already have a leg up on those who do not focus on diversity and inclusion.

5. Cultural Intelligence

Cultural intelligence is an essential skill to relate to and work effectively with people from other cultures and backgrounds. Leaders with cultural intelligence possess a better understanding of different groups and how expectations surrounding those groups’ cultures can lead to bias.?

6. Collaboration

Collaboration is key to empowering your team members to challenge one another and continue building on ideas. Collaboration is key to prioritizing organizational health because it can produce the best results for the entire workplace, not just select stakeholders .?

How to Build an Inclusive Culture in Your Organization

Career growth and working relationships look different today, making culturally responsive leadership even more vital than in the past.?

Inclusive culture — like Rome — is not built in a day. It takes a commitment to change. But that change must happen due to the organization, not one person’s ideas. Inclusive leaders listen to their people and ask questions to improve the culture in their company. They build strong relationships across gender, racial and cultural lines.?

Make no mistake: cultural sensitivity in leadership is not as simple as it sounds. But it sets a good foundation for future leaders and generational change.

Top Takeaways

• Inclusive leadership is not just good for teams. It is also good for business.
• Inclusive leadership takes courage because instituting change is not always easy.
• Inclusive leaders are curious about the people who work with them. They inspire authenticity and encourage workers to bring their true selves to the office daily.
• Inclusive leaders actively work to overcome implicit and explicit biases they may carry to the workplace.

(Reporting by NPD)