Inclusive Leadership and Potential Barriers

Leaders should reflect the organization's commitment to inclusiveness and diversity in all functions. This resource specifically addresses women being excluded from top leadership positions in corporations. The text considers the characteristics of an inclusive leadership style and the barriers to exercising that style. The culture that keeps out women also keeps out other diverse members. The author states that women, immigrants, people of color, and refugees may struggle to fit in and feel excluded.

Conclusion

Inclusive leadership is a promising model for capitalizing on the existing diversity in the modern workforce. This model helps leaders to lead innovative teams and, at the same time, create an environment where people feel they can bring their whole selves to work. Acting inclusively is linked to employees' increased satisfaction, performance, commitment, motivation, creativity, innovation, engagement, and well-being. These outcomes benefit both employees and organizations.

Additionally, inclusive leadership has the potential to positively contribute to efforts to engage groups that are traditionally excluded from senior leadership. When the organization recognizes the value of its senior leadership team reflecting the diversity in its workforce, principles of inclusivity need to be embedded and implemented throughout the employment environment. For employees of a more diverse workforce to follow and respect an organization's leadership, the inclusive leadership model is more likely to achieve that result.