Inclusive leadership: What it is, key traits, and examples in action

Inclusive leadership is not just a perk for companies – it's a core factor in creating a supportive environment, where every employee feels seen and heard.  

According to research conducted by Deloitte, inclusive leaders can drive up to a 70% difference between employees feeling a sense of belonging, and those who don’t.  

And let’s not forget about the business advantage that comes with inclusive leadership styles.  

Research by Business in the Community revealed that employees that have worked with an inclusive leader had an 81% improvement in performance and productivity, as well as 81% greater engagement and loyalty.

So, here’s the core question:  

How do you create and encourage inclusive leaders in your organisation?

This article will be your ultimate guide on this topic; we’ll cover:

• What is inclusive leadership, and why it matters.

• The six characteristics of inclusive leaders

• How to practice inclusive leadership styles

• Examples of inclusive leadership styles, including across industries

• How to overcome barriers with inclusive leadership

What is inclusive leadership?

Inclusive leadership is a style of management.  

It leans on actions that make employees feel respected, valued, and empowered.  

Deloitte has outlined six characteristics of an inclusive leader:

• Cognisance of bias

• Courage

• Commitment

• Collaboration

• Cultural intelligence  

• Curiosity  

Why inclusive leadership matters

Before we dive into each one of those six factors, it’s worth setting the scene as to why inclusive leadership is profoundly important for today’s workplace.  

Inclusive leaders have a positive impact which is twofold. It is beneficial both for:

• Employees

• Business performance

Here are five reasons why inclusive leadership matters in organisations:

Higher employee engagement  

Inclusive leaders cultivate an environment where employees feel valued and respected, and for HR and L&D leaders, it’s where the real magic happens when it comes to organisational culture.  

“Inclusive leadership is not just a nice idea to me; it’s something I see shaping how teams grow and stay engaged. When leaders make inclusion a priority, people feel comfortable sharing what they think and bringing their best ideas forward.”  
Gizem Sultan Kartalcik, HR Specialist at Transkriptor

A greater sense of psychological safety  

A workforce that feels seen and heard will also benefit from a higher level of psychological safety.  

Because inclusive leaders have paved the way towards it being the norm, to openly admit mistakes and show vulnerability.  

“At the heart of leadership development is this focus on inclusive leadership, because that is the vehicle for building trust in all employees. When leaders embrace inclusivity, employees feel safe sharing their ideas, asking questions, and contributing fully towards important initiatives.”  
Christopher Pappas, Founder of eLearningIndustry.com

Improved innovation  

Ever thought about the times where great ideas are discussed, but never come to fruition?  

It’s often a symptom of employees not feeling comfortable speaking up and sharing their ideas. This is where inclusive leaders can make a real difference.  

Data from the Harvard Business Review revealed that organisations that harness inclusive leadership experience are 73% more likely to experience an increase in innovation revenue.  

Higher retention and lower turnover  

Inclusive leaders drive inclusive cultures.  

This means happy employees, leading to high levels of retention, and lower rates of turnover.  

And don’t just take our word for it. Research from Pulsely revealed that inclusive cultures can reduce turnover rates by 22%.

The key takeaway here is that inclusive leaders can empower employees to have a seat at the table. This in turn, has a hugely positive impact on cultural health and work happiness.  

Improved productivity and output

Inclusive leaders contribute to a workforce feeling invested in the company’s story and vision.  

This leads to higher motivation, and therefore improved levels of productivity.  

As a result, these same organisations become far more commercially efficient.

A Global Leadership Forecast by The Conference Board found that organisations prioritising inclusive leadership training are 4.2 times more likely to financially outperform those that don't.

Six traits of inclusive leadership

Now that we’ve set the scene a bit more, here are Deloitte’s six inclusive leadership traits that shape behaviour.  

Commitment  

Commitment is about leading with purpose and setting inclusion as a core value, which subsequently sets the tone for the overall company culture.  

This is one of the inclusive leadership behaviours, because diversity and inclusion strongly align with the leader’s personal values, and they see it as a business case.  

From the business case perspective, inclusive leaders are committed and see diversity, equity, and inclusion as a business priority. They’re actively allocating resources towards improving the workplace.  

On the personal level, leaders strongly believe that change starts with them. Not only do they treat all employees with respect, but they take action to ensure each team member feels part of the organisation.  

Courage  

Inclusive leadership styles require courage.

On the one hand, leaders feel comfortable calling out bias and having difficult conversations.  

But on the other hand, it’s also about humility.

“One of the most courageous things that an inclusive leader can do is admit that they don’t have all the answers. They can say ‘I don’t have an answer to that, but let me check, research, and I’ll get back to you’.”
Hanan Challouki, Inclusive Strategist and Communication Expert

Looking for more insights?  

Check out the Moving Forward Podcast with guest Hanan. In this episode, not only did she discuss the six traits of inclusive leadership, but she also explained what it means to embark on diversity, equity, and inclusion learning initiatives in today’s modern workplace.  

Cognisance of Bias  

Inclusive leaders have a mindset that is grounded in an awareness of their personal and systemic biases.  

This is noteworthy, because biases are often associated with a leader’s achilles’ heel. This means there’s the risk of decisions being made that aren’t fair or are grossly misinformed.

Greater self-awareness can translate into policies and processes, which allows employees the opportunity to be the best version of themselves.  

Curiosity  

Inclusive leaders show up with curiosity.  

They’ll ask questions to understand the various perspectives within their team.  

As we discussed in courage, where these leaders accept their own limitations, they also in tandem welcome the views of others, to better complete the picture.  

Hanan shared a simple way that leaders can practice curiosity:  

“If you are leading a certain working environment where you know there are people with certain backgrounds or identities, do a little research. It doesn’t need to be extensive but think of this exercise to enrich the understanding of your team.”
Hanan Challouki

Cultural Intelligence  

Highly inclusive leaders will demonstrate an ability to adapt to different cultures and contexts.  

They feel confident to lead and engage in cross-cultural interactions and take an active interest in learning about other cultures.  

By the same token, people who show cultural intelligence also understand how their own culture could impact how they perceive the world.  

Collaboration

Individuals who demonstrate this final inclusive leadership trait do so through empowering diverse teams.  

Furthermore, they value the contributions of everyone within the team.  

Collaboration is also deemed as an important human skill for succeeding in today’s workforce, cementing its importance to build inclusive leaders.  

Inclusive leadership style in practice

Now that we’ve covered the different traits, let’s dive into how these characteristics can be translated into leadership behaviours.  

Here are two examples of inclusive leadership styles.

Participative leadership  

Participative leadership is a solution to a common problem that exists regarding the dynamics between leaders and employees.

Employees often feel concerned about not feeling involved in the decision-making process. This can falter in levels of motivation or engagement within a team.  

Participative leadership is an example of an inclusive leadership style, as individuals are directly giving input into decisions. This creates an environment where every team member feels valued and heard.  

An example of a company that does this well is Patagonia; the founder Yvon Chouinard believed in a purpose-driven leadership style that prioritised employee wellbeing. He also believed in giving his employees autonomy.  

Servant leadership

Servant leadership is an inclusive leadership style coined by Robert K. Greenleaf in 1970.  

The foundations of servant leadership lie in placing primary emphasis on the well-being of employees, versus the leader.  

There is a core ‘people first’ focus, with a strong emphasis on the well-being of these employees.  

FedEx is a clear example of servant leadership, with their ‘People-Service-Profit' policy. There’s a strong belief that investing and caring in employees is the vehicle behind high quality customer service, which creates profitability.  

How to develop inclusive leadership traits

Here are some practical and actionable steps that leaders can take, to become more inclusive:  

Implement an inclusive onboarding process  

We’ve previously mentioned the importance of cognisance of bias and commitment when it comes to developing inclusive leadership.  

One of the ways in which this can be practiced is through embedding an inclusive onboarding process.

Here are some simple questions you to get you started:

• Have you identified the specific needs of different groups of new hires? For example: younger talent, experienced professionals, or people with disabilities.

• Have you assessed the level of inclusivity within existing materials and processes? For example: the language used, accessibility, or diversity representation.

• Have you involved your current employees in the design of the programme? For example, creating a dedicated team or having an open collection of feedback.

Remember, it goes beyond the simple introduction of a new hire to the rest of the team – it’s a strategic process that’s key in shaping loyal and productive employees.  

83% of Gen Z checks out a company’s DE&I commitment, according to research from Monster. Therefore, demonstrating a willingness to practice inclusivity right from the start is crucial for keeping and retaining talent.  

Practice inclusive communication

Have you ever heard the saying: ‘speak how you’d like to be spoken to’?

When it comes to inclusive leadership, this has never become more important.  

“Communication is crucial. How do you, as a leader, communicate with people from all walks of life and different backgrounds?”
Hanan Challouki

Here are four simple guidelines that can enable you to practice an inclusive communication style:  

• Spot and challenge stereotypes. Don’t let outdated clichés sneak into your language. Be aware of assumptions and choose words that celebrate diversity, not limit it.  

• Use inclusive language. This is the make or break between making people feel valued or invisible. Choose words that embrace different identities, backgrounds, and experiences.  

• Show respect – words carry weight. Avoid wording that downplays, trivialises, or puts people in a lower position. Respect is the key to stronger, more meaningful communication.  

• Involve the people you talk about. Listen, learn, and engage with the people you’re referring to. Their perspectives matter, so let them guide the conversation.  

You can read more in our inclusive communication guide.  

Create feedback loops

Leaders aren’t perfect.  

They’re going to slip up from time to time, and that’s all part of inclusive leadership development.  

We’ve discussed the importance of courage and commitment, and having a strong feedback culture can help to facilitate this.  

Encourage regular feedback loops, to discover the potential blind spots and biases within an organisation. This means you can adjust strategies and processes proactively.  

For example, actively promote ‘Failure Sharing’ in meetings where mistakes and learnings can be openly and regularly discussed.  

Looking for more insights into feedback culture? Check out this Moving Forward Podcast episode with guest Alix Jacobson, former Vice President of HR EMEA at Netflix. Alix shared how and why the company committed to feedback being a strategic priority.  

Practice allyship  

Allyship is an active, ongoing commitment to supporting and advocating for marginalised groups.  

Here are three tips on being an ally for your team:

• Take action: Show your commitment by speaking up. Don’t just observe but take action and speak up when you experience bias.  

• Focus on behaviour: Address actions, not character. Assume good intentions and aim for improvement, not blame.  

• Listen actively: Ask clarifying questions to understand their perspective. For example, “What did you mean by...?” or “Can you help me understand?”  

Remember that to develop inclusive leadership as a style of leadership that truly sticks, a strong learning culture needs to be adapted.  

Put self-reflection and ongoing development at the forefront of all the strategies we’ve discussed above.  

Inclusive leadership examples across industries

Google: Unconscious Bias Training Programme

What they do: Google’s ‘Unconscious Bias at Work Programme’ is designed to help employees uncover their own hidden biases.  

How it works in practice: The course covers different types of unconscious biases that can have a substantial impact on employee dynamics. For instance, affinity bias and attribution bias.  

Why it helps: This initiative helps employees to feel comfortable with the uncomfortable. It provides urgency around fighting bias, to create a work environment that uplifts everyone.  

Mastercard:  Business Resource Groups

What they do: Mastercard prioritises inclusive leadership and an inclusive culture through providing nine different business resource groups, where all employees can be seen and heard.

How it works in practice: One of the nine groups that Mastercard has is called Workers with Accumulated Valued Experience (WWAVE). It is open for all Mastercard employees to join, regardless of their age and seniority.  

Why it helps: The business resource groups give the entire workforce an opportunity to voice their challenges and give feedback. Leaders can in turn become more aware of the different cultures that exist within their workforce.  

Overcoming challenges to inclusive leadership

Change resistance  

Some employees can be creatures of comfort, and this creates the challenge of resistance to change.  

People and teams therefore have become used to a certain way of working or processes and might not respond positively to new inclusive policies.  

For inclusive leadership to work, there needs to be serious buy-in.

Continue to communicate the benefits we covered earlier – both for employees and the business, of fostering an inclusive culture from the top.  

Tokenism

Inclusive leadership does not equate to actions for the sake of it.  

Genuine intentions create long-lasting results.  

Hanan agreed, stating that initiatives rooted in diversity, equity, and inclusion are quite often seen as part of an overall checklist:

“Many people still see DE&I as a simple, tick box exercise. Often, it’s simplified into a generalisation around everyone in the workplace getting one with each other. It’s a language – and one that does not come easily. It really requires training and commitment.”  
Hanan Challouki

The core takeaway?  

Enable a culture where leaders can and should take the time and effort to learn about what it entails to be an inclusive leader. Providing the right support base will steer the right mindset.  

Inclusive leadership wrapped up

Hopefully you now have a better understanding of what inclusive leadership is, the characteristics, why it’s important, and how it can impact your business’ bottom line.  

We’ve covered a lot of information in this guide. So, in case you need a reminder, here are the key takeaways:

1. Inclusive leadership is a management style that ensures that all employees feel valued and seen in the workplace.
2. Inclusive leaders matter to organisations, as they can have a huge impact on employee and business performance. For example, higher levels of retention and engagement.
3. Inclusive leaders can create a working environment where every employee has a voice, through practicing simple tactics such as inclusive communication, feedback loops, and an inclusive onboarding process.  
4. There are six characteristics of an inclusive leader:  
   
   1. Commitment  
   2. Courage
   3. Cognisance of bias  
   4. Collaboration  
   5. Curiosity  
   6. Cultural intelligence

Inclusive leadership: FAQs

Here are some frequently answered questions around the topic of inclusive leadership.  

How does inclusive leadership differ from other leadership styles?  

Inclusive leadership creates a collaborative and supportive work environment where every employee feels valued, respected, and a sense of belonging. Unlike traditional, hierarchical leadership styles, inclusive leadership actively embraces diverse perspectives and addresses potential inequalities within an organisation.  

Who is an example of an inclusive leader?

An example of an inclusive leader is Airbnb’s CEO Brian Chesky. He promotes an open culture of feedback from employees across the organisation.  

Another example is Sundar Pichai: CEO of Google and Alphabet. He is committed to building a diverse workforce and providing equitable opportunities.  

What skills do inclusive leaders need?

Inclusive leaders will showcase a variety of different human skills, such as communication, collaboration, self-awareness, and cultural competence.