如何成为包容性领导者

More than ever, employees and customers expect to see meaningful progress on inclusion from the companies they engage with.

But inclusion isn’t just a look-good, feel-good initiative. It has quickly become a differentiator between a positive working culture and a negative one. And it’s a key performance indicator of the employee experience.

We know from our research that employee perceptions of diversity, equity, inclusion, and belonging (DEIB) efforts are improving. Employees recognize and appreciate the efforts organizations have made, but the challenge going forward will be sustaining these efforts and ensuring that the focus isn’t temporary.

Who can help drive these efforts at your organization? In short, leaders.

From hiring to development, decision-making to meetings, leaders are on the frontlines, translating and navigating organizational culture and norms for employees.

Likewise, leaders are in the ideal position to listen to what people have to say – and to take action on their needs.

A true commitment to inclusion is genuinely transformative, driving competitive advantage by powering growth, accelerating innovation, and increasing profitability.

But leaders need to feel empowered to drive change towards a more inclusive organization. They need the skills and resources to make inclusive decisions, hires, and teams – and ultimately shape your organizational culture to be anti-racist and a place where everyone belongs.

In this guide, we’ll share actionable advice on all of these topics, and more, so that you can feel empowered to take action.

Let’s get started.