This isn’t about tolerance. Nor is it an “initiative” or a “quick fix”. It’s about truly exploring, understanding, acknowledging, and celebrating our differences. The differences that are critical to the long-term success of every organisation. Beyond the legislative requirements, understanding that ultimately leaders create the climate in which their people work, and the role they play in determining what that looks and feels like. 

With an inclusive leadership mindset and a toolkit in their armoury, leaders can connect strategy through an inclusivity lens. It's about opening up dialogue to reduce the fear of getting things wrong and clearing the path for change to happen.

Win hearts and minds through an inclusive team climate. There’s a lot of talk about the value of having a diverse workforce, and that is a good thing, but having a wide range of individuals working in an organisation is only a starting point. 

If employees don’t feel listened to, valued and respected, you’re not reaping the benefits of their diverse perspectives. That’s where inclusion comes into play.  As a leader, you wear many hats. You must be visible, approachable, supportive and develop the people around you - creating an inclusive workplace begins with you. Prioritising inclusion is not only a matter of legal, moral and ethical responsibility. It also has a huge impact on business performance outcomes.

Your Allies play a huge role in driving change and developing a more inclusive workplace. We often find that people have been recruited based on good intent rather than against criteria that would ensure success.  It’s a challenging leap to shift from a day job to a role with an immediate expectation of being able to champion, influence and drive change in the organisation. Careful recruitment planning accompanied by a development plan will set Allies up to be effective and deliver change.