Having a Diverse and Inclusive organization is more than making employees feel welcome at work. The hard facts prove that organizational benefits go far beyond having a supportive and respectful culture. Better results are witnessed right down to the bottom line. Building a diverse and inclusive culture starts with leadership, and leaders who truly embody inclusive values.
Organizations that promote diversity, equity, and inclusion among their leadership are making gains in all aspects of their organizations, as seen in this article from McKinsey Research:
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TalentClick Workforce Technologies is here to help organizations overcome bias in hiring practices, and evaluate leadership potential from within their workforce.
Top 4 Traits that Measure Inclusive Leadership Behaviors
We have identified the top 4 traits from TalentClick’s Leadership Profile Plus (LP+) that help organizations measure which leaders have natural behavioral traits for inclusiveness and inclusive leadership styles. These leaders will help your organization create a safe workplace for diverse teams:
1. Open-Mindedness (WPP)
Individuals who are highly Open-Minded are imaginative, curious, and open to new experiences. This allows them to adapt to change easily. Leaders who are open-minded are likely to embrace diverse policies and willingly experiment with the best ways to implement them. This personality trait is a strength for an inclusive leader as they encourage diverse ideas and perspectives among their team.
2. Empathy (WPP)
Individuals who are highly Empathetic are sensitive and concerned with the needs and feelings of others. As tactful communicators, they are focused on supporting others and achieving outcomes where all individuals are satisfied. An empathetic workstyle is important for an inclusive leader as they consider the individual needs and circumstances of their team members when evaluating their contributions in the workplace.
3. High Aggression Control (WVA)
Individuals who are high in Aggression Control are seen as patient and understanding with others. They are not easily provoked and are adept at mitigating confrontational situations. This work value is important for inclusive leaders because they are able to safely manage combative or tense interactions that can arise among diverse work groups.
4. Collaborative Conflict Management Style (LP)
Individuals with a collaborative conflict management style work to find solutions where parties on both sides of a conflict achieve their objectives. Being collaborative is ideal for inclusive leaders because they often prioritize listening to multiple perspectives and concerns when they are making decisions that impact others. They focus on the relationships between colleagues as much as the tasks at hand.
When organizations prioritize inclusive leaders, they can create a diverse and inclusive culture where everyone, regardless of background, can thrive.
Try the LP+ today to focus on inclusive leaders!
