How your organization can drive lasting change for the betterment of business, employees and the planet through inclusive leadership.
Inclusive leadership and diverse teams are no longer just ‘nice-to-have’ options – they’re integral cogs in the production of successful businesses.
Research shows businesses that prioritize DE&I reap the many benefits: varied perspectives, greater levels of innovation, a stronger sustainability remit, better levels of employee satisfaction and more profit. It’s a no-brainer.
So, what does authentic inclusive leadership look like? Why has DE&I become such a driver for success, and how can your organization make sure it’s doing all it can to create diverse, inclusive teams?
According to Maddy Howlett, WeQual member and CEO at By Miles, it’s about more than just having diverse individuals on your team.
“Token hiring and strategic promotions are short-sighted strategies that just don’t hold their weight in the longer term,” she says. “It’s about creating an environment where everyone feels valued, heard and empowered to contribute to their fullest potential. Recognize that diversity and inclusion are two things that don’t function on their own. You need to work on both of those together,” adds Maddy. It’s this dual focus that is essential for driving meaningful change.
For example, many businesses have practices in place that are there because ‘they’ve always been done that way’. However, many traditional leadership practices don’t support inclusivity. By this, we mean things like hiring based on those who came before, unconscious biases in performance reviews and inflexible working policies.
Now, organizations are beginning to realise the very real benefits diverse teams bring. More importantly, leaders are realising that to ensure every team member’s voice is heard, new methods are needed.
Finding time, space and impetus to question these traditional norms can be challenging: “The conventional wisdom that you learn in business isn’t always the best way of doing things,” Maddy explains. “Removing the barriers that may put people off contributing benefits everyone. It doesn’t just make your business more inclusive, but also more effective.”
The first step? Take a long, hard look at your recruitment practices. “When you’re recruiting people, make sure that what you’re putting in your job description is actually what you need rather than lots of nice-to-haves,” Maddy says. This approach prevents potential candidates from self-deselecting due to overwhelming requirements (something women and underrepresented groups are often more prone to doing than white men).
Simply recruiting from a more diverse pool isn’t enough. Once staff are onboarded, it’s important they feel safe and heard. This doesn’t happen on its own. Leaders must actively seek feedback and be open to being challenged. “Actively seek out views from your team. Ask yourselves the difficult questions,” Maddy says. “Create an environment where people feel safe to make mistakes.”
Inclusive leadership involves a commitment to ongoing learning and self-awareness, not just for a leader, but for the wider team. “Actively educate yourself on the experiences of people who’ve got different upbringings, experiences or backgrounds,” Maddy says, “and understand and recognize your own privilege,” An empathetic leader is more likely to make more informed decisions that support inclusivity naturally.
“Inclusive leadership involves a commitment to ongoing learning and self-awareness, not just for a leader, but for the wider team.”
Building inclusive teams and practising inclusive leadership aren’t quick fixes. They’re ongoing commitments that require intentionality, openness and continuous learning. As Maddy Howlett aptly puts it, “I don’t feel like I get this right all the time. I feel very much like I’m on that learning journey, but I’m really committed to being on it.” It’s this commitment that is the cornerstone of driving real change in the workplace.
There’s no shame in calling in outside experts to help you get your DE&I strategy on point. Through initiatives like leadership development programs, mentorship opportunities and networking opportunities, women leaders can really thrive.
Visit WeQual to learn more about our programs and how we can help your organization achieve its diversity and inclusion goals.
Thanks to our Guest Contributor:
Maddy took over the reigns as CEO in September 2023 after serving as Chief Commercial Officer. She is also a WeQual Executives member and is on the InsurTech Board.
