[Note: An abridged version of this article is featured on NY Weekly.]
By Dr. Seleem R. Choudhury
The rapid changes to the workplace in recent years have required organizations to re-evaluate how to capture the opportunities emerging from the complex employment landscape. One such change is a renewed interest and urgency in diversity and inclusion initiatives in the workplace. Repeated research has found that teams with diverse backgrounds, experiences, stories, and worldviews have a remarkable ability to spark unique ideas and drive innovative solutions (Ding, 2022; Waldman, & Sparr, 2023; Yu, & Greer, 2022). Organizations are eager to harness the creative potential of diverse, inclusive teams.
While an organization's mission, policies, practices, and the behavior of coworkers are essential to fostering a sense of inclusiveness at work, the most significant impact often comes from the attitudes and actions of leaders. In fact, studies show that leaders' actions and words can account for up to 70% of whether individuals feel included (Bourke, & Titus, 2020). This is crucial because when people feel included, they are more likely to speak up, put in extra effort, and collaborate effectively—factors that collectively boost organizational performance.
In short, inclusion initiatives require truly inclusive leaders in order to be successful.
At its core, inclusive leadership is about ensuring that every individual within an organization feels respected, valued, and empowered to contribute their unique perspectives and ideas (Younas, Wang, Javed, & Haque, 2022). This leadership approach acknowledges that diverse viewpoints stem from different identities, backgrounds, and experiences, and recognizes the value of embracing this diversity to foster effective leadership in the workplace.
An inclusive leader not only appreciates and accepts the diversity within their team but also uses it as a strategic asset to address challenges and drive innovation. Teams with varied perspectives offer a rich array of creative approaches and problem-solving strategies, which can propel a company toward success (Miller, & Davis-Howard, 2023).
Adapting leadership style
While there are a variety of leadership styles, a leader able to inspire and lead a diverse team and harness its benefits will need to exercise flexibility in their leadership approach. Daniel Goleman's six leadership styles—commanding, visionary, pacesetting, affiliative, democratic, and coaching—are grounded in emotional intelligence, and can help leaders adapt their approach to meet varying needs and contexts (Knight, 2024).
Goleman’s leadership styles encompass a broad spectrum, from autocratic approaches like the commanding style, which demands peak performance from your team, to nurturing methods such as the coaching style, which focuses on developing team members (Knight, 2024). Yet Goleman emphasizes that no single leadership style is universally ideal (Goleman, 2000). Instead, effective leaders use their emotional intelligence and empathy to select the most appropriate style for their team at any given time.
In practice, the most inclusive leadership approach combines various styles tailored to meet the needs of the team, acknowledging that there is no one-size-fits-all solution. These styles should be applied situationally to deliver effective and resonant leadership.
This adaptability becomes even more crucial when embracing the multiple types of diversity within your team (I Leadership Excellence, 2024). For example, leading in a neuro-inclusive way involves recognizing and valuing diverse ways of thinking, and creating an environment where everyone can work in their preferred style. Some neurodiverse employees might thrive under a commanding style that provides clear roles and objectives, while others may benefit more from a supportive environment that fosters their well-being and potential. A good leader assumes that different people on their team will respond better to different leadership styles (Lamb, 2022).
Gaining a deep understanding of each leadership style and its application can take time (Boyle, Gonyeau, Flowers, Hritcko, Taheri, & Prabhu, 2018). Consider seeking leadership coaching, particularly from organizations like Diversity and Ability, which emphasizes inclusion and celebrates diversity to help refine your approach and support your team effectively.
Key commitments of inclusive leadership
Respecting diversity involves recognizing and valuing differences among individuals in areas such as age, gender, culture, race, values, social status, and ability. It also means effectively collaborating with people who have different appearances, behaviors, or thought processes. Respect must be actively given, not just requested. In my observation, those who frequently demand respect often struggle to offer it in return.
Accountability and values play a crucial role in inclusive leadership, which is characterized by traits such as commitment, courage, and cultural intelligence (Gallegos, 2013). Inclusive leaders are tasked with fostering diversity, equity, and inclusion (DEI) not only for themselves but also for their team’s personal growth and challenges.
Therefore, inclusive leaders must prioritize:
Learning over knowing. They remain teachable and recognize that individuals from diverse backgrounds may offer valuable insights. Inclusive leaders are open to different viewpoints and encourage others to share their perspectives.
Collaboration over individuality. They embrace the diverse nature of their teams, fostering teamwork and collaboration. Inclusive leaders avoid letting their personal viewpoints overshadow the benefits of collective effort.
Connecting over being right. Leaders focused on connection rather than being right to create a safe environment for team members to speak up and contribute, fostering genuine relationships and open communication.
Questions over statements. Inclusive leaders excel at asking questions rather than making declarative statements. Questions open the door to discussion and invite diverse perspectives, while statements can shut down dialogue.
Empathy over sympathy. They strive to understand and share the feelings of others, saying "me too" rather than simply feeling for them. This empathetic approach builds trust and creates a safe, welcoming environment.
We over me. Inclusive leaders focus on the collective success of the team rather than personal gain. Prioritizing the team’s needs over individual interests motivates and engages team members.
Acceptance over judgment. They embrace the diversity within their teams without making judgments. Instead of evaluating differences, inclusive leaders acknowledge and accept them.
Perspectives of others over stating your truth. Recognizing that their own view is just one of many, inclusive leaders are open to and value the perspectives of others, understanding that diverse viewpoints enrich decision-making and problem-solving.
Active listening
In order to realize the full potential of the benefits of a diverse workforce, a leader must have the ability to connect with, honor, and lead diverse people who are different from themselves (Ferguson, 2024). This requires a desire to grow in emotional intelligence. In order to accomplish this, “leaders today…must also be fully self-aware and demonstrate a commitment to accountability and personal growth. A key element of emotional intelligence is active listening” (Wells, 2024).
Reflective listening, a key element of effective communication, was introduced by Carl Rogers, a pioneer in humanistic psychology. This technique involves a deep engagement with both the verbal and emotional content of a speaker's message. The listener attentively deciphers not just the words but also the underlying emotions, then reflects these back to the speaker for clarification and validation. This process creates an environment that fosters genuine, open dialogue.
Reflective listening transcends mere word exchange; it aims to uncover the deeper layers of emotions, intentions, and unspoken feelings in a conversation (Bletscher, & Lee, 2020). By acknowledging and validating the speaker’s emotions, reflective listening creates a safe space for authentic expression, which is crucial for building inclusivity and a sense of belonging (McKenna, Brown, Williams, & Lau, 2020). This practice is essential for cultivating an environment where diverse perspectives are valued, and where everyone feels heard, acknowledged, and empowered to contribute meaningfully.
By engaging in attentive and empathetic listening, individuals and organizations can gain crucial insights into the experiences and challenges of marginalized groups, highlighting the widespread disparities present in different areas of an organization and society (Collins, 2022).
Summary
As a current or aspiring leader, you might encounter obstacles in fostering a diverse and inclusive organizational culture, such as time constraints, limited resources, or lack of expertise (Kuknor, & Bhattacharya, 2020). However, prioritizing diversity is essential and a worthwhile endeavor for your organization.
Prioritizing inclusion is an increasingly effective way to attract top talent, retain employees, and drive creativity and excellence. According to a 2023 study, inclusive organizations are 73% more likely to achieve revenue from innovation, 70% more likely to enter new markets, up to “50% more likely to make better decisions,” and up to 36% more likely to experience above-average profitability, compared with organizations who do not prioritize inclusivity (Zehng, Kim, Kark, & Mascolo, 2023).
Fostering a diversity-focused organization approach begins with leaders with the ability and adaptability to welcome diversity within their teams. Today’s leaders must always approach others with respect and fairness, and consistently communicate that their team’s ideas are valued. Investing time in understanding the concepts of inclusive leadership and exploring their significance and potential impact is crucial to the continued health of your organization.
Resources
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