Why do we need to include DEI in leadership programmes?
Leadership programmes aren't new; they've been proven to drive enhanced performance in organisations, improve employee morale and accelerated performance from top executives. A survey of over 18,000 Global HR professionals and Business Leaders showed that 83% believed it was critical to develop leaders at all levels, yet less than 5% of organisations have actually built these programmes as part of their core development offer.
Most leadership programmes focus on improved functional delivery, strategic thinking, a focus on self-awareness, and how to manage teams. DEI is often missed; many companies send their top executives on expensive leadership programmes only for their Employee Engagement surveys to unfortunately show high levels of dissatisfaction. This leads to more programmes and the vicious cycle continues, without addressing the missing link.
The benefits of evolving the traditional leadership programme to include inclusive leadership
Higher levels of talent retention, but not just any talent; your organisation's best talent, with the highest potential to drive business change. Those who ideate solutions to problems and see them through to fruition.
Higher levels of productivity and Innovation. From Brexit to Covid to a cost of a living crisis, recent years have focussed intense scrutiny on the bottom line. Organisations with inclusive cultures have been in a stronger position to problem solve and find innovative solutions faster than their competitors, thanks to diversity of thought.
Attracting talent. A report by the CIPD revealed that as businesses nationwide face rising costs, using pay to attract talent simply isn't enough to tackle the ongoing skills shortages anymore (nor is it sustainable for the majority). Potential employees are far more selective about the culture of an organisation now, placing a higher value around workplaces that value DEI.
Growing your business. Increasingly, you need to demonstrate your commitment to driving your DEI agenda if you want to win tenders and new businesses. More discerning clients are also aware of the wave of virtue signalling being adopted by some companies - those who seemingly support public causes while failing to address the inequalities in their own organisational structure e.g. not addressing the gender pay gap or having minimal representation for minoritized groups at board level.
What is missing in these leadership programmes?
It's the good, the bad and the ugly; or in this case, the good, the bad and the great.
The bad. Quite simply, this would be not having any leadership programme at all!
The good. Good would be what we have probably today; a leadership program that develops managers and leaders who can drive performance and a focus on leadership competencies. The classic competencies we see are strategic thinking, situational leadership, enhanced levels of self-awareness through feedback and formal coaching.
The great. Great would be everything above but with DEI at its core. A balanced leadership program that addresses higher levels of self-awareness, the impact we have on others around us, the business and functional capability e.g. strategic vision setting. Last but not least, it would address the DEI fundamentals and the practical application of these across the organisation.
There’s an obvious difference between just attending a workshop and making actual change in the organisation, so leaders need to be supported in implementing their learnings. Increasing psychological safety or decreasing bias are never going to happen overnight and need sustained dedication to deliver impact.
Ready to upskill and empower inclusive leaders in your organisation? Our experts are ready to help, get in touch today for a no-obligation discussion.