Strengthening inclusive leadership competencies requires intentionality and begins with education and understanding what it is and how it will benefit your organization. It also entails understanding the demographic profile and workplace climate of your current employee base, including your current leadership. An objective assessment of key workforce data and sentiment will help to initiate effective interactions that are coupled with insight about the future direction that needs to be taken to empower inclusive leaders. What are your retention rates, and what percentage of your leadership is visibly diverse?  To understand the depth of the current state, the organization must be connected to data analytics and comfortable reviewing your current story as it relates to DEIB, as well as crafting a vision for the culture’s future. Implementing a focus on inclusive leadership requires deep-seated commitment at the highest levels of the organization.  

Along with this commitment, must come an openness to listen to employee feedback and explore potentially hidden and unpleasant truths. Genuine interest and understanding that this may be uncomfortable initially should be considered so that this dialogue is not dampened by fear, defensiveness or denial. Research shows that it is also important to be aware of triggers that may arise and use courage and consistent approaches to evaluate the next phase of the workplace culture’s evolution as you address what it means to be an inclusive leader.  Forbes 

Next, identify leaders who are already functioning inclusively and ask them to serve as a peer mentor as they receive continued education. Solicit and accept their ideas around inclusion and the benefits they have experienced. These conversations will lead to greater self-awareness and assist with proper implementation. Gauging where you are and knowing where your leadership is currently will help you to prepare appropriately. You will also want to ensure full participation from all leaders so that all levels of management are developed. This extra effort will yield long lasting results as inclusive leadership should be understood as more than a theoretical idea, and instead is the standard expectation for all leaders and aspiring leaders in the company.