The Business Case for Investing in Inclusive Leadership Training
Why Your Business Needs Inclusive Leadership Training: Benefits and Implementation
[Image Description: Workplace leaders having a meeting.]
The Benefits of Inclusive Leadership Training
Inclusive leadership is defined as “the capacity to manage and lead a heterogeneous group of people efficiently while respecting their uniqueness in an empathetic, bias-free way.”
However, there’s still a lot of uncertainty and nuance when navigating/unpacking what it means to practice inclusion diligently - especially when it challenges traditional systems, dynamics, and privileges in the workplace.
In order to understand how to lead inclusively, workplace leaders must take proactive steps to research, practice, and receive education on what it means to lead and manage a team of unique individuals, listen to and understand their experiences, and regulate their own ego, biases, and empathetic learning journey.
It is impossible for anyone to wake up and decide to be an ‘inclusive leader’ without the proper preparation, practice, and training. Mainly because it is impossible to inherently understand the nuances of differing human experiences.
Inclusive leadership is not just a trend or a buzzword; it's a necessary shift toward more equitable and effective leadership practices in workplaces and in our communities.
What does Inclusive Leadership at Work look like?
BIPOC leadership having a workplace meeting.
Outside of the textbook definition, inclusive leadership recognizes the unique qualities of each individual on a team, values their different contributions, and deliberately works to deconstruct personal and workplace biases and discrimination based on race, ethnicity, gender, and other characteristics.
The concept of inclusive leadership goes beyond managing a team and achieving objectives, to foster a sense of belonging and understanding among team members to create an environment where everyone feels included, seen, and appreciated.
Signs of Inclusive Leadership practices include:
Avoidance of authoritarian leadership practices, which implement command & control management styles
A workplace that values a diverse and equitable workforce
The use of internal DEI Assessment tools and resources for active internal team reflection on employee experience and inclusive workplace practices
Inclusive leaders are empathetic, respectful, and committed to creating a culture that prioritizes fairness and equality. By prioritizing inclusivity, organizations can cultivate diverse teams that produce innovative solutions and achieve long-term success by leveraging the unique strengths and perspectives of each team member while simultaneously improving the employee experience within an organization.
Research shows:
Employees who regard their leaders as fair and respectful are 2.5 times more likely to be effective in their roles
Plus, employees who experience inclusive leadership report a 70% increase in individual feelings of inclusion
With results like this, why would any organization opt out of providing leadership training to their talent?
According to The Harvard Business Review, inclusive leaders demonstrate a “critical capability to leverage diverse thinking in a workforce with increasingly diverse markets, customers, and talent.” The goal of the inclusive leader is to unify these ideals through authenticity, collaboration, and commitment.
What’s becoming increasingly apparent is that the lack of inclusive leadership training is not because organization stakeholders and leaders are ignorant of the benefits of inclusive practices, or that they lack the necessary resources to implement inclusive leadership training. The reality is that in corporate America, white men represent 7 out of 10 leaders, and these people in positions of privilege and power would rather over-invest in the hegemonic status quo that disempowers marginalized groups at every level of the workforce.
Disproving Common Objections to Leadership Diversity & Inclusion
Conversations about diversity and inclusion in the workplace are inherently about power: who has it, why, how do they use it, and why.
Historically, power is held and leveraged by white, heterosexual, able-bodied, cisgender men and as the adage goes: “to the privileged, equality feels like oppression.”
Former President Trump even went so far as to file an executive order banning racial and gender equity training for federal employees, deriding such programs as “divisive and harmful…forms of race and sex stereotyping/scapegoating.”
These claims directly contradict contemporary research from organizations such as Deloitte and Glassdoor. Data published in Deloitte Review, Issue 22 indicates that companies that embrace inclusive leadership and support diversity efforts are:
Twice as likely to reach or surpass financial targets
Three times more likely to perform at a higher level
Six times more likely to be adaptive and innovative
Eight times more likely to produce better business results
Comparatively, Glassdoor found that employees who experience inclusive leadership demonstrate
17% increase in perceived team performance,
20% increase in decision-making quality, and
29% increase in collaboration rates.
Simply put, organizations that are willing to put in more work than a self-serving and trendy tweet about “valuing diversity,” see measurable returns on their investment in the people who make the business what it is. More importantly, the people at these organizations report a greater sense of belonging and job satisfaction.
How to Implement Training for More Inclusive Leadership?
Every journey has a starting point and often, the first step is the hardest. Thankfully, The Rise Journey is willing to lend a hand. Three ways current business leaders can begin implementing inclusive leadership are:
Identify areas for improvement by leveraging anonymous surveys
Use this feedback to select appropriate inclusive leadership training programs for leaders
Follow up with leaders and their teams to assess program success.
However, securing buy-in from key stakeholders such as C-suite executives and board members as well as middle managers is just as critical. As traditional leaders in the business, their continued support and participation will ensure a culture of inclusion is developed and sustained at work.
Interested in specific tips to ensure success for the DEI initiatives? Check out the Five Tips to Ensure Your DEIBA Initiatives Will Work
The Costs of Failing to Invest in Inclusive Leadership
Organizations that refuse to invest in inclusive leadership invite increased turnover, missed talent opportunities, weaker financial gains, and negative brand images; relatedly, their employees struggle with increased financial insecurity, burnout, declining mental and physical health, and alienation. The Harvard Business Review found that burnout alone costs the US economy $300 billion dollars annually in “absenteeism, diminished productivity, and legal and medical fees.” Experts and researchers agree that the common denominator for negative workplace outcomes for businesses and employees alike is bad leadership.
Bad leadership ultimately results in toxic workplace culture. The prevalence of ‘quiet quitting’ or the impact of The Great Resignation do not indicate a “lazy” workforce, but a demoralized and traumatized workforce. QTBIPOC, women, and disabled workers know intimately the risks of speaking truth to power. If the pandemic and BLM movement has highlighted anything for corporate America, it is that millennial and Gen Z professionals demand equitable workplace culture from the top down.
Conclusion - What Next?
Following the explosive social unrest sparked by the murder of George Floyd in 2020, companies and brands flocked to social media and newswire platforms to perform their support of Black Lives Matter (BLM) and Diversity, Equity, Inclusion, Belonging, and Access (DEIBA). Three years later, the DEIBA wave that surged across the nation has ebbed into low tide; Support for DEIBA initiatives is on the decline, Chief Diversity Officers (the archetypal “inclusive leader”) are being cut loose, and once again, the case for inclusion is being made. So, how committed was Corporate America really? In order for organizations to combat this trend, they must commit to and invest in inclusive leadership.
In 2023, workers are looking for more than just a paycheck. They want to feel a true sense of safety and community at work as well as tangible support as they pursue a balanced life outside of work. The inclusive leader, and by extension, the organization will witness a beautiful transformation within their staff as well as increased reputation, profitability, and reach of its brand. Remember, the first step of any journey is often the hardest, but those willing to face the trials head-on will be greatly rewarded. So, start the conversation wherever possible in the organization you serve.
Contact The Rise Journey for more information on how to build a more inclusive leadership culture at your organization today.
FAQs
What is inclusive leadership?
Inclusive leadership is a leadership approach that embraces diversity, promotes equality, and fosters a work environment where all individuals feel valued and included. It involves actively recognizing and leveraging the unique strengths of each team member to drive innovation and achieve better outcomes.
Why is inclusive leadership important?
Inclusive leadership is crucial because it enhances creativity, productivity, and employee engagement. By creating an inclusive culture, organizations can attract and retain diverse talent, leading to a broader range of perspectives and ideas, ultimately resulting in better decision-making.
How can I become a more inclusive leader?
To become a more inclusive leader, start by educating yourself about different cultures, experiences, and identities. Actively listen to your team members, encourage open dialogue, and address unconscious biases. Embrace diversity, promote inclusion, and ensure everyone has an equal opportunity to contribute and succeed.
How can I foster diversity and inclusion in my organization?
To foster diversity and inclusion, set clear diversity goals, implement unbiased hiring practices, and provide diversity training for employees. Partner with The Rise Journey to create employee resource groups and establish mentoring programs that promote cross-cultural relationships.
What are some common mistakes to avoid as an inclusive leader?
Avoid making assumptions about individuals based on stereotypes or generalizations. Don't overlook the importance of diversity training, and ensure that all team members receive equal opportunities for growth and recognition. Be open to feedback and continuously strive to improve your inclusive leadership skills.
