The Missing Piece: Inclusive Leadership Training is Crucial for DEI Success
Chances are leadership training for managers is already a top priority for you. (One study even shows HR leaders spend 30% of their time on it!) But if inclusive leadership training isn’t part of your mix, you’re missing a critical piece of the puzzle.
A recent CultureAmp report reveals that diversity, equity, and inclusion (DEI) efforts are slipping after the big 2020 push. The fallout from this divestment is real: decreased engagement, high turnover, and representation gaps.
Investing in inclusive leadership skills keeps your DEI momentum going, helps you hit those people ops goals, boosts your bottom line, and – super importantly – makes work way more enjoyable for everyone. Let’s explore what makes a leader truly inclusive, why inclusive leadership training is essential, and some best practices for building a culture of "DEI-votion."
What is inclusive leadership?
Inclusive leadership goes beyond simply having a diverse workforce. It's about creating a work environment where everyone feels like they belong, their perspectives are appreciated, and they have equal access to opportunities.
Inclusive leaders:
Recognize their biases (we all have them!) and work to minimize their impact.
Actively seek out diverse viewpoints to fuel smarter decisions.
Create a safe space where everyone feels comfortable speaking up.
Hold themselves and others responsible for their words and actions.
The research backs it up: employees with inclusive leaders feel up to 70% more included!
Why is DEI training important for leaders?
Imagine building a house without a blueprint. It wouldn't be pretty (and probably wouldn't pass inspection!). DEI training gives leaders the blueprint to build a solid and inclusive environment.
The reality is that most leaders haven't gotten the specific training they need to be true champions of diversity, equity, and inclusion. They might have the drive to create a great team environment, but it's tricky to lead a diverse workforce without the tools – like understanding unconscious bias or fostering open communication.
That's where leadership training for managers comes in, which isn’t limited to just DEI training, by the way! At LifeLabs Learning, inclusion is baked into all of the workshops we offer, and facilitators model inclusion in every session.
Remember, managers set the tone for the whole team – they're the ones who model inclusive behaviors and drive real cultural change. They directly impact the employee experience and have a huge influence on whether someone feels like they belong or not.
Leaders who actively level up their skills and deliberately practice inclusive leadership will see the results not just in a happier crew, but also in the superior performance of their diverse teams.
Benefits of inclusive leadership training — by the numbers
Feel-good vibes aside (although a happy squad is a productive squad!), let's translate this leadership training for managers into some seriously impressive results for your org.
Studies show companies with inclusive leadership boast:
Stronger teams:
Enhanced innovation & profitability:
73% more likely to gain innovation revenue
70% more likely to capture new markets
35% more likely to outperform competitors
Improved talent acquisition & retention:
The numbers are clear: inclusive leadership training isn't just a feel-good initiative; it's a strategic investment with a proven ROI. It's about building a winning team, gaining a competitive edge, and attracting and retaining top talent – all while creating a work environment where folks feel seen, heard, and valued.
Best practices for inclusive leadership
Creating an inclusive workplace isn't a one-time fix; it's a continuous journey that takes dedication and effort. But as you’ve seen, the benefits of inclusive leadership are worth it! Leaders have the power to make a real difference by being mindful of their everyday actions and fostering a culture where everyone feels like they belong.
The power of inclusive behaviors
Our Behaviors of Inclusion workshop equips managers with the skills and strategies to have inclusive interactions at every level. These small but impactful habits significantly improve everything from one-on-one interactions to team meetings to even decision-making processes. And they give managers positive, actionable steps they can take in what sometimes feels like an overwhelming and difficult journey.
Here are a few of our favorites:
Monitor turn-taking: Ensure everyone has a chance to contribute in meetings. Use tactics like timed round robins, where each person shares one at a time, and always circle back to interrupted speakers so they can finish their thoughts.
De-blur: Notice when a word can mean different things to different people – these words can mask unconscious biases. Help others turn blurry words into clear, specific language. Tip: Remove personal judgment and ask questions like “What does ___ mean to you?”
Model inclusion: Counter microaggressions (those subtle, unintentional biases that can create a toxic environment) with microinterventions. In public, ask, “What did you mean by that?” Or have a private conversation to give clear feedback and ask for the microaggressor’s viewpoint.
Microinterventions: How to respond to microaggressions
Creating inclusive systems
Besides individual actions, looking at and fixing biases in your organization's systems and processes is necessary. Here's how leaders can make sure inclusivity is part of the company's core:
Review and revise: Analyze current practices and identify areas where programs, projects, and policies could be more inclusive and accessible. (Do a DEI audit!)
Champion change: Develop a concrete plan for implementing ongoing inclusive systems across the organization. (We have a workshop just for this!)
Use shared language: Spread inclusive practices throughout the company. This can involve workshops, trainings, and clear communication that helps everyone understand the importance of inclusion.
Interview with fairness: Select questions that minimize bias and create a welcoming interview experience. Check out our Inclusive Interviewing workshop for the low-down on interviewing fairly and effectively.
Don't Miss the Missing Piece: Inclusive Leadership Training
Leadership training for managers is a constant juggle, but as you plan your development program, take a deep breath and ask yourself: are you missing a crucial piece of the puzzle?
Because… without intentional inclusion, you're unintentionally exclusive. This has a domino effect that impacts everyone, but it’s leaders who set the example. They model behaviors and influence the entire company culture.
Inclusive leadership training equips managers with the skills to:
Leverage the power of diversity to fuel innovation.
Create a safe space without microaggressions and unconscious bias.
Ensure people feel valued and seen for who they are.
These everyday micro-inclusion habits might seem small, but they have a massive impact on your company culture. The benefits of inclusive leadership are tangible: higher-performing teams, happier employees (who stick around!), and a demonstrably better bottom line.
Ready to build a winning team with inclusive leadership training?
Sign up for our Culture Club: Inclusive Leadership Lab!
