In today’s workplace, diversity can forge a more dynamic and innovative environment. However, diversity cannot reach its full potential without inclusion, according to Jeremy York, SHRM-SCP, president of consulting company InvigorateHR, LLC in Indianapolis.
“An inclusive leader thinks about the collective group,” he said. “Inclusive leadership involves creating an opportunity for people to know that what they’re doing matters and that they’re making a difference.”
York shared these concepts and others during the session “Inclusive vs. Exclusive Leadership: What Are You?” on June 13 at the SHRM Annual Conference & Expo 2023 in Las Vegas.
What Does Inclusive Leadership Look Like?
Inclusive leaders foster responsibility and a sense of ownership in their people, York said. They enable others to develop and excel as well as make mistakes without being a “helicopter parent” to their employees.
Specifically, an inclusive leadership style:
- Gives clarity around roles and responsibilities.
- Provides opportunities for development.
- Creates room for failure and celebrates wins.
- Gives equal time to all employees without playing favorites.
- Employs workers to do their best thinking with full freedom and scope of responsibility.
Inclusive leaders also take responsibility for their actions, steps and decisions by setting realistic goals with milestones to track progress, York said. They believe in their employees, with a focus on building trust and relationships.
“I think that was a great point [York] made,” said Whitney Whitlock, SHRM-CP, owner and HR advisor at WeThrive HR Solutions in Charleston, S.C. “As leaders, we should strive to earn our employees’ trust and seek to truly understand them to create a more inclusive environment for all.”
York said inclusive leaders also act on their convictions and principles, even when doing so requires personal risk taking. For example, they should:
- Practice integrity and speak up when needed to express disagreement.
- Immerse themselves in uncomfortable or new situations that expose them to diverse stakeholders.
- Ask open-ended questions to help expand workers’ horizons and disrupt preconceived ideas.
- Not be afraid to be vulnerable.
York emphasized that inclusive leaders should be modest about their capabilities, admit mistakes and create a safe space for others to contribute.
“Being afraid to admit that the employee was right and we were wrong isn’t inclusive leadership,” he added. “That’s not what inclusive leadership is. Let’s not be that person.”
What Does Exclusive Leadership Look Like?
York also explained that recognizing inclusion involves understanding exclusion. Exclusionary behaviors are actions that alienate certain workers, such as women, older employees or people of color. Examples include:
- Devaluing, dismissing or ignoring an individual based on their intrinsic characteristics.
- Avoiding personal connections that are respectful, collaborative and transparent.
- Engaging in tokenism—the practice of doing something only to prevent criticism and give the appearance that people are being treated fairly.
“Sometimes leaders will say, ‘We don’t have many people of color; let’s grab a couple.’ Instead, we need to bring them in because of their perspectives,” York said. “We often don’t do that because we’re scared and fearful.”
He explained that many leaders are unintentionally practicing exclusion by failing to interact with employees and to pay attention to their ideas. This practice can erode employees’ sense of belonging and even lead to alienation.
6 Benefits of Inclusive Leadership
Organizations must move from diversity to inclusion to boost employee engagement, foster innovation and “win the war for talent,” York said.
He added that inclusive leadership can result in:
- A surge in job performance.
- Reduced turnover risk.
- Higher employer net-promoter scores.
- Growth in employee raises.
- More employee promotions.
- A decrease in sick days.
A 2022 SHRM report found that organizations that promote inclusion—such as by implementing fair treatment, integrating differences and allowing employees to have a voice in decisions—are more likely to exhibit resilience during difficult times.
To demonstrate an inclusive leadership style, executives should provide support to their workforce, create a “coaching” culture, share their own personal struggles and “lead with the heart,” York said.
“A leader is not just going in and telling people what to do,” he concluded. “A leader inspires people to take action through connection.”