How we define great leadership is changing over time. Instead of building a hustle culture where productivity is the No. 1 priority, we’re recognizing how crucial it is to invest in employees’ professional growth in healthy, sustainable ways. This is inclusive leadership.
Inclusive leadership is the key to a more productive, engaged, and innovative workplace. It requires executives to lead with empathy, become allies, and provide equal opportunities for historically excluded talent to advance professionally. These leaders aren’t afraid to have uncomfortable conversations if it means protecting their employees’ well-being.
Leaders set the tone for the culture and employees follow. About 34% of people say they left their job because the company culture was not what was expected, and 32% are unsatisfied with leaders, according to Employ’s Job Seeker report. Inclusive leadership has a direct impact on retention and team members’ sense of belonging.
Developing these leadership skills starts with identifying your unconscious biases, prioritizing education, and making sure equity is a part of your decision-making process.
To help leaders incorporate inclusive practices into their day-to-day work, take a look at Perfeqta’s 4A Framework for guidance.
The 4A Framework for Inclusive Leadership gives you insight into how you can develop higher emotional intelligence and progress toward change, regardless of your title or role.
Here are the 4As broken down:
Awareness: Having the knowledge and perception of who you are and how your experiences influence your thinking and interactions.
Appetite: A desire to learn, grow, and shift your individual mindset in order to be more inclusive.
Action: Taking the necessary measures to move beyond learning and understanding to change behaviors.
Accountability: Owning and accepting responsibility for your actions and remaining open to feedback that pushes you toward inclusive practices.
Here are seven ways you can use the 4A Framework to strengthen your inclusive leadership skills.
Inclusive leadership requires changes in beliefs and behaviors. You’ll need to identify areas for improvement, track data, and maintain open communication with your employees to continuously assess your workplace culture. This is the start of building a true culture of belonging.
This resource guide covers:
If your company wants to create an inclusive and equitable workplace, here are 6 DEI metrics your team can start tracking, regardless of where you are in your DEI journey.
To create a more meaningful work environment, here are 12 questions leaders can ask employees to learn more about their career goals and work styles.
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