Inclusive Leadership – what is it about?

What is Inclusive Leadership about?

‘Inclusive leadership means having the courage to take conscious steps to break down barriers for diverse people.

Inclusive leaders embody a leadership approach that appreciates diversity, invites and welcomes everyone’s individual contributionand encourages full engagement with the processes of decision-making and shaping reality.

 The aim of inclusive leadership is to create, change and innovate whilst balancing everybody’s needs.’


The focus of Inclusive Leadership is on:​

  1. Relationships​
  2. Value of personal differences​

It is about „doing things with people, not to people” – E. Hollander​

​There is a need for leaders to be inclusive in order to strengthen team spirit and empower individuals to co-create.​


Inclusive Leadership and D&I


  • Refers to the differences that make individuals unique.​
  • The concept of bringing different people together in the same place.​
  • Achieved when recruiters aim towards heterogeneity and find any biases in the hiring process.​
  • Relies on inclusion for successful execution. ​


  • Refers to the conscious efforts, behaviours, policies, and norms to make every person feel seen, heard, and valued with their unique differences.​
  • The strategies and methods that help diversity work in an organization. ​
  • Achieved when all members in an organization feel psychologically safe and included.​
  • Is vital for diversity to work. ​

Why care about Inclusive Leadership?

In accordance with Deloitte Insights, organizations with inclusive cultures are:

2x as likely to meet or exceed financial targets

3x as likely to be hight-performing

6x more likely to be innovative and agile

8x more likely to achive better business outcomes


Qualities of inclusive leaders​ – what do they display?​


How to develop own Inclusive Leadership style?​

Reflect on any biases or assumptions you have and strive to remain nonjudgmental​

Remain open and positive during discussions.​

Engage passive team members and motivate them to feel confident and comfortable giving input and feedback​

Create ways for your team to learn about each others’ differences, cultural experiences and perspectives​

Provide feedback so that your team develops more inclusive behaviors ​

Accept your personal vulnerabilities and allow others to see them. That sets an example for others to follow​

Find a mentor or someone with more experience in managing diverse teams​



If you want to learn more about this topic, check the full webinar: Inclusive Leadership


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