Inclusive leadership diagnostic results

The Inclusive Employers’ Inclusive Leadership Framework© identifies 5 inclusive leadership attributes: self-aware, courage, curiosity, person-centred and strategic accountability. ​

This guide outlines strategies to help you develop these attributes. Pick those that best match your Inclusive Leadership Diagnostic© score and personal circumstances.

Self awareness

Score 5-10

  • Identify and list potential values.
    • Narrow these down to 20 which ​strongly resonate with you.
    • Rank these from most to least important.
    • Ask: if I could keep 3 which would they be?​
  • Work with your HR/ People function to gather 360 feedback.
    • Establish this as a routine.​
  • Establish a regular reflection routine
    • E.g. Weekly journalling, reflective conversation with peers)
    • Adopt the habit of pausing to evaluate decisions – what is informing your thinking and how is it serving you?​

Score 15-20

  • Reflect on a recent situation which you found uncomfortable, ​challenging or triggering.
    • What caused your discomfort and what does that tell you about how you see the world?​
  • Consider what conditions need to be in place for your values to be an active part of your day-to-day
    • How would people experience your leadership?​
  • Celebrate all feedback out loud, especially feedback that challenges your thinking.
  • Acknowledge and celebrate strengths that others have that you don’t

Courage

Score 5-10

  • Reflect on what stops you from engaging in difficult ​conversations.
    • What do you need to do to overcome those barriers?​
  • Focus on developing your situational awareness.
    • Next time you see or hear an act of exclusion, challenge it.​
  • Reflect on how you respond in moments of crisis.
    • Pay particular attention to your physical and emotional responses.
    • What do these tell you? ​

Score 15-20

  • Work with your EDI team/ steering group/ networks
    • Identify an impactful action you can take, in an area of inclusion that you are not familiar with. ​
  • Choose some recent examples of communication
    • Review them for clarity and transparency.
    • Share with a trusted peer: what could you improve? ​
  • Rehearse applying your values under challenge.
    • How might someone criticise or undermine them?
    • What conditions need to be in place to remain consistent with your values?

Curiosity

Score 5-10

  • Show gratitude when others share their perspectives.
  • Connect with an employee network to understand diverse experiences.​
  • What are the assumptions that appear in your behaviour
    • Actively slow your thinking down at key moments to help you spot and address these.​
  • Research the benefits of EDI on performance and culture, particularly on organisations in your sector.​

Score 15-20

  • Reflect on a recent situation which you
  • Find two people/ groups of people who are different to you ​(in background/ experience etc.)
    • Spend time understanding their point of view, experience – what do you learn?​
  • In your next decision, consider whose voices might be missing.
    • How can you include these perspectives?​
  • Identify what networking and education events you can attend to expand your understanding.​

Person centred

Score 5-10

  • Get to know those you work with
    • What are their strengths, ​opportunities and values?​
    • Periodically celebrate the collective strengths of your team.​
  • Reflect on the people around you, what leadership and support best suits their unique needs?
    • Think about where your natural style works, and when do you
    • Reflect on how you perceive conflict: is your response positive or negative?

Score 15-20

  • Work with your EDI team/ steering group/ networks
    • Identify an impactful action you can take, in an area of inclusion that you are not familiar with. ​
  • Choose some recent examples of communication
    • Review them for clarity and transparency.
    • Share with a trusted peer: what could you improve? ​
  • Rehearse applying your values under challenge.
    • How might someone criticise or undermine them?
    • What conditions need to be in place to remain consistent with your values?
  • Gather feedback about your team dynamic.
    • Use this data to ​understand the health of your team.​
  • Establish regular team-building activities that are tailored to your team’s needs
    • Work with your L&D leads to support you develop these​
  • Work with a coach to explore real-time conflict
    • How can you shape a response that strengthens the relationship of those involved and ensure a meaningful outcome?​

Strategic accountability

Score 5-10

  • Review your strategy
    • How can inclusion better enable it?​
  • Review your most recent decisions
    • How did you integrate EDI what can you do more of for future decisions?​
  • Review the data that is available to you
    • Measure the impact of EDI on your strategic goals?
    • How frequently do you review it and chart it’s progress?​

Score 15-20

  • Identify a meaningful EDI initiative to get involved in
    • Share your expertise to the benefit of the initiative, ensuring that it has meaningful impact.​
  • Consider the way you measure performance
    • How do psychological safety and inclusion factor into your understanding of success?

Additional resources

Inclusive Employers members have access to a wide range of resources to support your continious learning. If your organisation is not a member yet, you can learn more about Membership.

Inclusive language

Strategy

Emotional intelligence

Managing conflict

Microagressions

Privilege

Unconscious Bias

Staff networks