Five Steps to Inclusive Leadership


We introduce five stages they can follow to build Inclusive Leadership:

Stage 1-Introduction to Diversity
Most organizations start by building a business case for diversity outright. They may draft Diversity Mission Statements and map out an assessment of their organizational demographics. Often this is mandated by government-regulated requirements that vary from country to country.

Stage 2-Driving Change
In order to drive change, key leaders embark on a change-management project to recognize and reward inclusive leadership. Leaders may choose to develop diversity scorecards to track gains, or establish diversity councils to give advice to senior management on issues related to diversity.

Stage 3-Inclusion
To set the stage for an inclusive environment, the organization works to remove practices that dissuade the benefits of differences from being leveraged. Programs such as TMC’s Inclusive Leadership help companies seize opportunities in a shifting marketplace, improve the productivity and effectiveness of teams, and leverage a diverse workforce for competitive advantage.

Stage 4-Cultural Competence
As organizations look to attract and manage global talent and develop global leaders, cultural competence becomes the fundamental skill set required to build an inclusive and globally integrated organization that drives innovation and growth.

Enhancing self-awareness and creating “other-awareness” helps individuals leverage an understanding of cultural knowledge in order to bridge differences in a respectful, non-threatening way and form operational agreements that reflect mutual compromise.

Stage 5-Leveraging Diversity & Inclusion
The efforts to build an inclusive organization are realized in strong business results. A real competitive advantage is available to the organization that harnesses the insights and practices from a workforce that reflects the demographics of the marketplace.

Cheryl Williams, Senior Executive Consultant, Inclusive Leadership Practice