Inclusive leadership could be a game-changer for business

Employee retention is a key focus for corporations globally, and new research has found that leadership style could have a noticeable impact on an employee’s working experience.

The study found that inclusive leaders are crucial in organizations to create conditions for employees to experience meaningful work.

What the researchers say: “Inclusive leadership is not just about embracing diversity. It is the art of weaving an extraordinarily rich tapestry of talents, ideals, and perspectives into the very fabric of organizational success. Inclusive leaders focus on employees need for belongingness and uniqueness and provide a psychologically safe environment that fosters creativity,” the lead author said. “This is unique because as humans, we have the need to feel that we belong to our work group, our organization and at the same time, we really want to be recognized and valued for what we can bring to the table.

“Inclusive leaders shape an organizational culture and help employees to learn the expected behaviors relevant to the culture and its underlying values. Inclusive leaders also cultivate high-quality relationships in the workplace based on trust that can foster collaboration and cooperation among employees,” she explained.

“This leadership style enhances employees' autonomy, signals that they are valued individuals who can make unbiased decisions, provides them with emotional support and increased trustworthiness, and gives them the opportunity to voice their opinions which are essential in creating meaning-making capabilities, and can lead to experiencing meaningfulness at work by employees.”

Research revealed that work meaningfulness is positively related to a wide range of employee and organizational outcomes such as work and life satisfaction, engagement, psychological well-being, work motivation, career development, creativity, positive work behavior, in-role and extra-role performance, and organizational commitment.

“Inclusive leadership refers to a leadership style that invites and appreciates contributions from followers by demonstrating openness, flexibility, and availability, which can create a psychologically safe environment,” the researchers said. “Such a psychologically safe environment helps employees share their unique perspectives, discuss differences, and practice problem solving. Also, inclusive leaders promote employees' uniqueness and sense of belongingness to the organization, the two crucial factors in creating a psychologically safe environment where employees can be themselves.”

Through demonstrating availability, flexibility, and openness, inclusive leaders provide help and support to employees to solve problems, and make them believe that mistakes are not criticized, rather are opportunities to learn from.

She noted that when leaders treat staff with respect and dignity, and value their contributions, they can create positive job attributes which makes employees perceive that their workplace promotes experimentation, open discussion, and learning. Working in such a supportive environment fosters a greater sense of doing meaningful work.

And counters any desire to leave, thus reducing unwanted attrition.

So, what? I am not entirely sure what is new in this paper. The author’s description of an Inclusive Leader seems very much like most descriptions of good Transformational Leaders. It is very much in line with what Alicia and I have been teaching about leadership and management for the last 30 years.