What makes people feel included at work? According to Bourke and Espedido (2020) in Harvard Business Review, up to 70% of whether individuals feel included comes down to what leaders say and do. Inclusive leadership, then, is not a “nice to have” but a critical capability that shapes performance through collaboration, innovation and engagement.
Their research identifies six signature traits of inclusive leaders: commitment, humility, awareness of bias, curiosity, cultural intelligence and collaboration. Of these, awareness of bias is the most powerful in shaping how others perceive inclusion. But awareness alone is not enough. When combined with humility and empathy, leaders are more likely to invite feedback, connect authentically, and build trust. These behaviours create the conditions where diverse perspectives can genuinely thrive.
Practical steps include establishing a personal advisory board to give honest feedback, sharing learning journeys openly with teams, and seeking out new perspectives by engaging with different groups. Leaders who embrace humility and empathy are not only more effective personally but also enable others to feel valued and heard.
Inclusive leadership requires both awareness and action. Yet only one in three leaders accurately understands how inclusive they truly are, which means many are either overestimating or underestimating their impact. To move beyond assumption and gain clear insights, leaders benefit from structured feedback and evidence-based tools.
At the Inclusive Leadership Company, our Inclusive Leader Assessment provides exactly that: a rigorous, research-informed way to identify strengths and development areas to foster inclusive leadership. If you are ready to take the next step in the journey of fostering inclusive workplaces, then contact us to find out more at enquiries@incusiveleadershipcompany.com or check out our website: https://inclusiveleadershipcompany.com/services/inclusive-leader-development-assessment/
