Inclusive Leadership: Why Leaders are Rocking Up
For the first time since the Covid pandemic, DEI is not featuring explicitly as a standalone priority for organisations. However, it remains implicit in their other priorities; namely sustainability, ESGs, high performance and cultural transformation.
In this context, we've seen our Inclusive Leadership programmes over-subscribed as 2023 ended and we moved into 2024 – last week alone, for example, we had 48 leaders voluntarily rock up to a session planned for 15-20. 48 leaders who chose to take time out from hectic schedules to prioritise this topic. So why are they doing it?
1. Inclusive Leadership encourages marginalised voices and breaks the mould of a traditional leader
We’re seeing a new generation of leaders who, through their own experiences, are determined to make a change. They’re opening up conversations, telling their own stories and sharing their own experiences, challenging the very idea of who we perceive the traditional ‘leader’ to be.
Similarly, leaders from majoratised groups are asking how to reduce the barriers for those with less privilege, and those trailblazing as more diverse leaders are keen to make it easier for those who follow behind.
Both baby boomers (1946-64) and Gen X (1965-80) are now at a stage in their career where, if they've been fortunate to not face barriers before, they may well be now. As they're starting to experience discrimination through age, increased levels of disability and caring responsibilities, their personal commitment to change is palpable.
2. Inclusive Leadership recognises the importance of culture and psychological safety
Leaders want to be brilliant for their teams, customers, communities, supply chain – it’s why they do what they do, after all – and recognising the inextricable link between this and DEI is fundamental for them being the best they can be.
The shift to a focus on behaviours in recent years is long overdue and critical to a high performing and inclusive culture where people are psychologically safe to be at their best. It seems like the penny is dropping that you need inclusion for a sustainable, high-performing culture; setting stretching targets that encourage the wrong behaviours are out.
3. Inclusive Leadership recognises the business imperative of DEI
Leaders need to listen to those at an earlier stage in their career. Deloitte research in 2022 showed that 52% of Gen Z and Millennials will not stay with an organisation that is not making progress around DEI. This reflects what leaders are hearing and so to maintain and grow talent, action is needed.
One of our favourite elements is leaders who say, “we’ve been working on DEI for 5 years, how have we not got it right yet?” Ambition has grown, the agenda has shifted and expectations are thankfully higher. Leaders know they need continuous development to progress and it's clearer than ever that development in DEI is a vital part of that.
Ready to upskill and empower your organisation’s leaders through our Inclusive Leadership programme? Contact Jenny Hinde or enquiries@theclearcompany.co.uk