Inclusive Leadership fuels Inclusive workplaces...

Diverse teams outperform homogenous ones, it’s a no brainer. They’ve become catalysts for innovation, creativity and sustainable growth. But, inclusive environments cannot be achieved without the active involvement and commitment of leadership teams.  When leaders prioritise inclusivity, they are sending a clear message that every individual’s unique background, perspective and contributions are not only valued, but are integral to the orgs success.

And it makes sense, right? We as humans want to feel included. In fact feelings of belonging and feeling valued are fundamental human needs. Therefore, in the workplace, people need to perceive that they are a valued member of a team, particularly from those at the top. If inclusion is absent, diversity can still be achieved but it most certainly won’t be sustainable. 

And that is where inclusive leadership teams come in.

So, what does an inclusive leader look like?

According to HBR, what leaders say and do makes up to 70% difference as to whether an individual reports feeling included. That’s pretty significant. In order to embed an organisational culture of belonging and inclusivity, the behaviour of leadership teams plays a crucial role to strengthen the importance of equity, courtesy and psychological safety. Such behaviours will motivate employees to feel connected and are integral to an institution that esteems them.

Here are some typical behaviours that define an inclusive leader;

#1 Build relationships and provide support

Dedicating time to nurture relationships, demonstrating the ability to provide assistance to team members. They will establish authentic social connections with employees, building a culture based on forming genuine human relationships. Emphasis here on building social bonds and treating people and groups fairly.

#2 Recognition and Appreciation

Openly acknowledge and express appreciation for the efforts of their colleagues, being on ball to highlight the significant contributions made by team members. They ensure that every individual’s unique skills and efforts are not only recognised but also emphasised as integral components of the team’s overall success.

#3 Empathy and Understanding

Demonstrating empathy by familiarising themselves with their team members and their roles, actively acknowledging the contributions. They show empathy and increased levels of emotional intelligence in order to understand the needs of their employees in a respectful manner.

#4 Encourage Participation and Alignment

Encouragement of active engagement, especially from those who may be less inclined to voice their opinions. They will foster cohesion by effectively conveying the company’s vision and objectives, ensuring that all team members are striving towards shared goals.

 But, why is this so important?

#1 Good for business

Put simply, inclusive leadership teams are good for business. Those businesses that both foster an inclusive leadership team and in turn engage in inclusive practises in hiring, promotion, development and team management generate up to 30% higher revenue per employee and greater profitability than their competitors (Deloitte). McKinsey also report that companies in the top quartile for diversity and inclusive practises were 25% more likely to have above-average profitability than companies in the fourth quartile.

#2 To attract, retain and engage

Inclusion and belonging are sought-after workplace attributes. Employees that feel included are more likely to stay for the long-term and such feelings will bleed through your employer branding. In order to attract top talent, prospective candidates need evidence of inclusion and require validation that they will be empowered to bring their ‘full-selves’ to work. In fact, according to research conducted by the University of York, more than half of millennials value inclusivity so highly that they would quit their jobs and change companies they believed their leaders were not showing inclusivity.

#3 Opens doors for Innovation

Inclusive leadership directly fuels innovation and creativity within an organisation. Employees are more likely to share their ideas, challenge concepts and embrace a diverse array of inputs. This naturally then promotes creativity, problem-solving and collaboration which is pivotal for a companies growth strategy. Workplaces that foster inclusivity, particularly from the top are associated with higher individual performance, because employees are better able to innovate and maintain engagement.

So ask yourself this question… Are you an inclusive leader?

It’s evident that inclusive leadership isn’t simply a buzzword, but a powerful driver of organisational success. By fostering an environment where every voice is heard and every voice is valued, inclusive leaders open doors for sustainable growth, innovation, and heightened employee engagement.

We want to hear from you!

Have you encountered inclusive leadership?

How did it impact your experience?

Share your thoughts and experiences in the comments below. Let’s continue to champion inclusive practises and nurturing environments where everyone can thrive.

Thanks for reading!

If you have any questions or comments, contact me on gabriella@aldersonjames.com

Gabriella is a MSc graduate in Clinical Psychology from London, who has worked within the Recruitment and Talent Acquisition industry for 5 years. Topics of interest surround Global Talent Trends including but not limited to Company Culture, the Candidate Experience, Diversity and Inclusion, Employee Well-being and many more! Gabriella holds a deep interest into Psychology and Human behaviour and how these can be best applied to the world of work.

Alderson James is a specialist recruiting agency working in the Talent Acquisition, HR and People Operations space. We work with VC-Backed Start-ups and Scaleups across Technology, Media, Life Sciences/Health, Ecommerce, Energy, Mobility, Finance and Banking - as well as a selection of Global Brands.

If you are interested in hiring for your team or you are looking for a new role, please contact James Wardle, Paddy Tye, Samantha Boatwright, Emma Parker, Kelly Wade, Alex Jones  or Gabriella Steed, who'll be happy to help.