The Role of Inclusive Leadership

Inclusive Leadership
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Inclusive Leadership
Corporations rely on diversity and multidisciplinary teams to combine collective capabilities and unite people from distinct backgrounds to meet organizational goals and objectives. In particular, bringing individuals from different cultures, religions, ethnicities, races, or places together does not guarantee a high firm’s performance. Inclusive leadership must be involved to ensure that all members feel that they are treated fairly and respectfully and that their contributions are highly valued. That is the only way that people from different backgrounds develop a sense of belonging to the company and become inspired and confident. As such, inclusive leadership plays significant role in influencing the organizational culture among a diverse global group of employees.
The Role of Inclusive Leadership in Influencing Organizational Culture among a Diverse Global Group of Employees
Inclusive leadership significantly affects an organizational culture, which determines how employees interact and socialize with others at the workplace. Specifically, organizational culture refers to the collection of practices, expectations, values, assumptions, and beliefs that inform and guide team members’ actions. A good organizational culture usually exemplifies positive traits among workers, resulting in improved firm performance (Qi, Liu, & Hu, 2019). On the contrary, a dysfunctional organizational culture hinders a firm’s success. Andrea Titus and Juliet Bourke argue that teams that inclusive leaders are 17% more likely in reporting high performance and 20% more likely in saying that they make high-quality decisions. Additionally, workers are 29% more likely to behave collaboratively in all activities they perform (Bourke & Titus, 2019). Inclusive leadership increases work attendance and reduce absenteeism since employees are passionate and like what they do. Besides, inclusive leaders communicate effectively with others and allow members to participate in the decision-making process. They value diversity, cultural agility, and enhances cross-cultural team interaction. In that light, employees from one company can interact with others in other branches to facilitate the success of an entire organization. Firms have realized that inclusivity, diversity, and cultural agility can contribute to better performance at distinctive organizational levels (Kuknor & Bhattacharya, 2020). As a result, inclusive leadership fosters workers to embrace workforce diversity, appropriate behaviors, cohesiveness, interpersonal communication skills, and high interaction levels, which positively influence organizational culture. 
Leadership Characteristics that Yield the Greatest Influence in the Creation of Organizational Culture
The leadership characteristics that yield a significant influence in creating an organizational culture are inclusivity, effective communication, and embracing diversity. Notably, the inclusion of diverse perspectives at the workplace encourages employees to create a unified firm, where workers from distinct cultural, ethnic, or racial backgrounds can interact among themselves without conflicts. Inclusive leaders bring individuals together through effective communication and embracing workforce diversity. They ensure that all members are involved in the firm’s decision-making processes and that everyone’s contributions are highly valued (Clark, 2017). When leaders encourage inclusivity, they facilitate the communication of employees from firms in different countries. For instance, if a company has various branches worldwide, inclusive leaders search for ways to bring these individuals together so that they can exchange ideas and opinions that can facilitate growth and expansion. As such, inclusivity, embracing workforce diversity, and effective communication skills are the vital leadership characteristics that influence the creation of functional organizational culture.
Key Leadership Skills Required to Create an Inclusive Organizational Culture
The primary leadership skills that are required to develop an inclusive organizational culture include visible commitment, bias awareness, humility, effective collaboration, cultural intelligence, and curiosity about others (Bourke & Titus, 2019). In particular, visible commitment involves an authentic commitment to workforce diversity, holding others accountable to diversity, and making inclusivity a personal priority. Humility entails creating capabilities, admitting mistakes, and giving room for other individuals to contribute. Bias awareness involves people showing their awareness of personal blind spots, system flaws, and working hard to facilitate meritocracy. Curiosity to others refers to the demonstration of an open mindset, listening without judgment, and seeking empathy to understand the character of individuals and those around them (Randel et al., 2018). Additionally, cultural intelligence entails being attentive to other cultures and adapting to them as the need arises. Effective collaboration involves empowering others, paying attention to thinking diversity and psychological safety, and focusing on team cohesion. On that note, all these leadership skills are crucial, and they significantly contribute to the creation of an inclusive organizational culture that enhances a firm’s success. 
How Inclusive Leadership Influences Decision Making in Organizations
Inclusive leaders emphasize doing things by involving all people, which is why it enhances decision-making in companies. Specifically, inclusive leadership prioritizes availability, openness, and accessibility, particularly in the interactions between workers and leaders. Inclusive leaders appreciate workers’ input, fairness, and empowerment, and develop a sense of trust (Randel et al., 2018). They perceive a firm as a social entity that recognizes the genuine interactions among employees. In that light, inclusive leadership can be seen as a reciprocal process where leaders take into account employees’ needs, and the workers perceive their leaders as supportive and readily available. Since inclusive leaders allow their followers to participate in decision-making processes, the best decisions are arrived at since all stakeholders are involved and agree on common things. In other words, no decision is made without involving all stakeholders’ perspectives, which reduces the resistance to change. Moreover, since all employees are included in the decision-making, they understand their new roles and responsibilities fully. Inclusive leaders communicate with workers when changes occur, which eradicates possible conflicts (Kuknor & Bhattacharya, 2021). In addition, inclusive leadership significantly contributes to cultural intelligence, the creation of a social environment, self-identification, and the sense of belongingness of employees to the firm, fostering better decision-making at all levels, hence successful opera...