What Real Inclusive Leadership Looks Like
6 traits that are consistently seen in inclusive leaders
Posted on 02-01-2021, Read Time: Min
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If the past four years in American politics have taught us anything, it was how NOT to be an inclusive leader. The Biden-Harris administration’s actions thus far present a significantly different picture.
Let’s start with the fact that Harris is the first woman, and the first person of color to hold the title of Vice-President. There were 48 officeholders before her, all of them white men. Her win is historic. Harris got there because she’s intensely qualified for the job, not because of her identity. Yet she has faced a ridiculous amount of unfounded scrutiny – not about her qualifications, but for who she is.
In selecting Harris to be his running mate, Biden was not taking the easy road. He was taking the inclusive road. He made it perfectly clear that he wanted a woman, and preferably a woman of color, to be at his side. He wanted his second in command to reflect a different aspect of the American identity from who he is. His Cabinet picks are a further extension of that inclusive leadership. In addition to being a Cabinet that is more representative of the population of the country, there is one additional difference: the nominees are qualified for the job. This isn’t a group of Biden’s friends, donors and cronies who helped get him elected. They’re exceptionally qualified individuals. Janet Yellen, who is nominated for Secretary of the Treasury is the former Chair of the Federal Reserve. Lloyd Austin, who has been confirmed as Secretary of Defense, is a four-star Army General, who also happens to be Black. Katherine Tai has been nominated as the United States Trade Representative and previously served as Chief Trade Counsel for the United States House Committee on Ways and Means.
President Biden put forward a list of nominees that looks like America. The Cabinet – for the first time in history – will be a reflection of the American people – ALL of the American people.
Following the brutal murder of George Floyd on May 25 (among far too many other African Americas, before and after), there was an outcry of support from C-Suite executives and employers who all made claims of support for Black Lives Matter, and in turn, Black lives. There were tears, and chest thumping and grand statements of support. There was Blackout Tuesday. There was so much activity that those NOT jumping on the proverbial bandwagon stood out like a polar bear in a hot tub.
Inclusive leadership isn’t easy. Far from it. It requires action. It demands you to know yourself, acknowledge your privilege, and step up. It requires you to be uncomfortable and do things that may not be popular.
Deloitte’s Six Signature Traits of Inclusive Leadership is a road map for leaders looking to move from arm-chair ally to active ally. Based on extensive research, it outlines the six traits that are consistently seen in inclusive leaders:
1. Commitment
Inclusive leaders are committed to diversity and inclusion because they clearly understand the “business case” and it aligns with their personal values. Inclusive leaders are willing to roll up their sleeves and do the work to make the change.
2. Courage
Inclusive leaders have the mettle to challenge the status quo and not accept things as they are. They are not afraid to spend their social capital and use their voice and position to work toward a more diverse and inclusive workplace.
3. Cognizance of Bias
Inclusive leaders have a high level of self-awareness, and they are mindful of their personal and organizational biases. They are willing to self-reflect to ensure they are leading by example.
4. Curiosity
Inclusive leaders have an open mind, and a genuine curiosity about others. Curiosity leads to learning and expanding one’s own perspective, and inclusive leaders actively practice this behaviour.
5. Cultural Intelligence
Inclusive leaders have a depth of cultural intelligence, meaning they are open and welcoming of all differences.
6. Collaboration
Inclusive leaders empower their teams to be independent and provide them space to speak their minds and contribute to their fullest potential. They’re also thoughtful about creating diverse teams to ensure they are able to address challenges with the most creativity and innovation possible.
Being an inclusive leader isn’t easy. If it were, everyone would be doing it. It takes conscious, deliberate and mindful action.
What we need now – and there has never been a better time for it – is for leaders to step up and take action. To commit, not only in word, but in deed. To back up their public statements with clearly articulated policies, procedures and plans to ensure that their workforces are reflective of America.
What President Biden has done in a few short weeks is more than we’ve seen from corporate America in a generation. Now is the time for action!
Author Bio
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Michael Bach is a subject matter expert in inclusion, diversity, equity and accessibility, and author of the best-selling book, Birds of All Feathers: Doing Diversity and Inclusion Right. He works as the CEO of the Canadian Centre for Diversity and Inclusion, and lives in Toronto. Visit https://ccdi.ca/ Follow @diversitydudemb |
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