In today’s dynamic workplace, effective leaders are more important than ever. But traditional leadership development, which prioritizes individual skills and knowledge, falls short in one key area: inclusion. Leaders of the future must be inclusive leaders, which calls for rethinking not only how we define leadership development, but also how we think of inclusion itself, as I wrote recently in HRM Outlook.
In recent years, globalization, migration, and evolving family structures have led to greater racial, ethnic, and generational diversity. These demographic changes impact both the workforce and the customers that organizations serve.
Millennials, women, and racial and ethnic minorities comprise increasing proportions of the workforce, each bringing unique needs and expectations. For instance, millennials seek purpose-driven work, flexible schedules, and collaborative environments. Women have highlighted the importance of work-life balance and addressing gender pay gaps. And increased racial and ethnic diversity calls for establishing inclusive cultures and equitable policies.
The inclusion imperative
Organizations must develop leaders who can leverage diverse workforces to drive innovation, connect with customers, and manage employees with a variety of values and expectations. Inclusive leadership isn’t just nice to have — it’s a strategic imperative.
Despite recent backlash against diversity, equity and inclusion (DEI) initiatives, the necessity of inclusive leadership remains clear. Legal and social pressures have caused some companies to scale back DEI programs. Yet many other organizations are staying the course, recognizing that inclusive companies are more innovative and achieve higher cash flow per employee.
Inclusive leaders are essential for unlocking the potential of today’s diverse teams and preparing for an even more diverse future. This journey begins with a fundamental redefinition of diversity, equity, and inclusion.
Rethinking DEI
Viewing DEI through the lens of personal belief and subjective opinion can make it vulnerable to opposition. Therefore, inclusive leadership requires shifting our thinking about DEI in three key ways:
- Diversity isn’t a problem to solve; diversity solves problems. A diverse workforce brings a variety of perspectives, experiences, and ideas, leading to improved decision-making, increased innovation, and enhanced problem-solving.
- Inclusion isn’t feeling valued; inclusion is being enabled to deliver value. Inclusion goes beyond a sense of belonging; it’s creating an environment where everyone can contribute to positive outcomes.
- Equity isn’t fair people; equity is fair systems. Mitigating bias in policies and procedures helps remove barriers that disproportionately impact certain groups.
The NeuroLeadership Institute’s DEI Impact Case underscores the connection between inclusion and organizational success. By embedding inclusive habits into daily practices, organizations can enhance problem solving, performance, and well-being. The clear link between inclusion and business outcomes makes inclusive leadership critical for organizational success.
The importance of accountability
Inclusive leaders are accountable leaders: They model inclusive behavior and ensure their employees do the same. Traditionally, accountability has been associated with a punitive approach, focusing on blame and punishment — for example, withholding bonuses for failing to meet DEI targets. However, this approach can hinder progress and create a toxic work environment.
On the other hand, a proactive approach frames accountability as an opportunity for growth and learning. Proactive accountability activates the brain’s reward system, leading to increased motivation, engagement, and ultimately, better results. Leadership development should therefore encourage a proactive approach to accountability for DEI goals, fostering a sense of ownership and empowerment for inclusive leaders. When framed positively, accountability becomes a shared responsibility that increases the effectiveness and sustainability of DEI initiatives.
The future of leadership is undeniably inclusive. Demographic shifts and the proven benefits of diverse, equitable teams make inclusive leadership a necessity. Leaders must view diversity as a business asset, inclusion as the key to unlocking its value, and equity as the system to sustain that value. In today’s complex and interconnected world, inclusive leadership isn’t just a moral imperative — it’s a strategic advantage.
A version of this article appeared in HRM Outlook. To read the full article, click here.
