Why Does Inclusive Leadership Matter in Organizations Today?

Organizations Have Been Implementing D&I Training for the Last Two Decades...

Shouldn't Leadership Be Inclusive By Now?

What is actually meant by inclusive leadership? What are the best practices for 'inclusive leadership'? What are the business drivers for inclusive leadership?

• The Growing Importance of Global Markets
• The Changing Demographics of the Workforce
• The Increasing Importance of Work-Life Balance
• Fair & Equitable Access to Coaching & Mentoring
• The Need to Ensure Fair Access to Systems & Information that Prepare Employees for Advancement

Each of these and more are a critical part of why the need for inclusive leadership skills and competencies. The question remains; after over twenty years of developing and deploying diversity and inclusive training, programs and practices have we achieved the level of success expected of other organizational practices and/or policies.

If a manufacturing / operations approach to creating a mindset of 'safety first' had been implemented over a twenty year timeframe; what would be the measure of success? How would we know if we had achieved a change in the organizational DNA that demonstrated ownership of ensuring that safety was a core competency?

• Reduced levels of safety incidents?
• A mindset of open discussion and accountability to operate safely?
• A series of metrics that baseline and quantify the level of safety incidents occurring and how to mitigate their reoccurrence?

What are those metrics used to determine the success of efforts to create an inclusive leadership approach? What longitutinal data points do we have? What if the data shows that after twenty years we have made little progress? What can be done differently to ensure the desired progress is achieved?

We are conducting research studies that will provide the insights to these questions.  There are some specific indicators already being uncovered.  Stay tuned for answers to these questions and more!