In today’s rapidly changing world, organisations are embracing inclusive leadership. Karin Lanigan explores what it means, why it matters, and the essential traits of effective inclusive leaders

As a result of recent seismic and lasting changes in the workplace, many organisations are now adopting an inclusive approach to leadership. What is inclusive leadership, and why does it matter?

A complex and diverse world

We are operating in an increasingly complex world that is constantly evolving. The pace and enormity of the changes taking place require a different approach to leadership: inclusive leadership.

A new leadership style is required

To be an effective leader now requires a move away from a traditional style of leadership to an inclusive leadership approach. This doesn’t mean that the conventional aspects of leadership are defunct. In fact, the core fundamentals of leadership still apply.

However, moving to inclusive leadership involves a change from an autocratic, top-down, centralised leadership approach to a more decentralised, democratic, shared and participative process involving employees across all levels of the organisation.

Traits of an inclusive leader

An inclusive leader is aware of their own biases and proactively seeks out, encourages and considers different perspectives to facilitate better decision making and more effective collaboration. They strive to ensure that colleagues are treated equally, feel a sense of belonging and value, and work in a psychologically safe space where they can contribute and are supported to achieve their full potential.

There is no doubt that inclusive leadership is now a critical capability. The core skills and competencies that are typically exhibited by inclusive leaders include:

• Self-awareness. Inclusive leaders have a strong awareness of their own biases and blind spots. Similarly, a high level of emotional intelligence enabling the effective management of emotions, their own and those of others, is fundamental. 
• Empathy. Being an inclusive leader requires having both the willingness and capacity to comprehend and acknowledge the emotions and viewpoints of others.
• Cultural intelligence. Inclusive leaders aim to establish a workplace that welcomes and values all cultures, allowing everyone to make meaningful contributions. This requires a sense of curiosity and a willingness to learn about different cultures and their traditions.
• Communication. Clear and effective communication supports an inclusive leadership style. Inclusive leaders look to understand and adapt their communication style to be understood by a diverse audience. 
• Collaboration. Inclusive leaders foster an environment that is psychologically safe, enabling every member to contribute their ideas and innovations to achieve better outcomes.
• Commitment and courage. Inclusive leaders are role models, challenge the status quo, and advocate for others.  

Why does inclusive leadership matter?

Much research has been conducted to assess the benefits of inclusive leadership. The results point to increased staff engagement, attraction and retention; improved workplace relations, communication and collaboration; enhanced transparency resulting in higher levels of trust; better decision-making and problem-solving arising from more varied insights and contributions; and increased innovation and creativity by bringing diverse skills and perspectives together.

Ultimately, inclusive leaders significantly enhance employee engagement, performance and overall business results. There is no doubt that inclusive leadership is now a critical and unique capability and one that can support career progression and the achievement of personal and corporate potential.