Belonging Part 4: How to Operationalize the 6 Signature Traits of Inclusive Leadership to Cultivate a Culture of Belonging at Work

If you’ve been following this blog series, you know belonging is a core component of any Diversity, Equity, and Inclusion (DEI) initiative. It isn’t just about feeling connected to other people — it’s also about being attracted to an environment where one feels accepted and valued. In Part 4 of this series, I’ll introduce you to the six main characteristics of inclusive leadership that foster a sense of belonging.

Belonging and Inclusion: Why a Distinction

I decided to write this series on belonging because I know what it feels like to be a part of a group but not feel accepted or included. It’s a painful feeling that never really goes away as long as the situation remains. Therefore, I’ve made it my business to help other leaders understand the difference and the relationship between belonging and inclusion so they can effectively promote a workplace where everyone is valued, and all can thrive.

Inclusion is defined as the steps taken to recognize, accept and benefit from the various backgrounds and identities of all individuals so that they can all feel welcomed, appreciated, and supported. Measuring belongingness can help organizations understand which employees feel excluded in their work environment. Deloitte’s studies have revealed that 79% of companies consider fostering a feeling of belonging essential for success, but only 17% have programs to increase engagement.

Ultimately there is a disconnect between theory and practice. So how do we operationalize belonging?  Embrace inclusive leadership.

Six Signature Traits of an Inclusive Leader

Do you know the main characteristics of an inclusive leader? Deloitte’s research has revealed these six key traits necessary for embracing inclusion in our professional lives and beyond. As you review these, see which ones resonate with your leadership style and which ones you believe need honing.

• 1. Commitment

“Highly inclusive leaders are committed to diversity and inclusion because these objectives align with their values and because they believe in the business case.”

For inclusive leaders, diversity is a necessary component of a successful workplace. They value it personally and professionally. When situations get complicated, inclusive leaders don’t give up. Instead, they stay the course and stay true to their commitments.

• 2. Courage

“Highly inclusive leaders speak up and challenge the status quo, and they are humble about their strengths and weaknesses”.

Truly inclusive leaders consider others first. They are allies, mentors, and sponsors. They coach others to be their best selves and model humble leadership. These are often the leaders who speak last and eat last.

• 3. Cognizance of bias

“Highly inclusive leaders are mindful of personal and organizational blind spots, and self-regulate to help ensure ‘fair play.’”

Leaders who demonstrate self-awareness understand that they don’t possess all the answers. They are cognizant of their biases and will actively try to combat them since bias can prevent progress. Inclusive leaders accept that knowledge is a never-ending endeavor and strive to continue learning about the areas where they need more expertise.

• 4. Curiosity

“Highly inclusive leaders have an open mindset, a desire to understand how others view and experience the world, and a tolerance for ambiguity.”

Inclusive leaders are fearless. Their mindful presence sets them apart because they move through the world with intentionality and purpose. They remain open and curious about others’ worldviews. This helps them learn and grow as better leaders. These leaders also embody emotional intelligence and can navigate uncertainty well.

• 5. Cultural Intelligence

“Highly inclusive leaders are confident and effective in cross-cultural interactions.”

Inclusive leaders employ inclusive language in their everyday interactions with people. This is what it means to demonstrate inclusive behavior. These leaders are culturally humble, model equitable leadership, and can confidently lead diverse teams and organizations.

• 6. Collaboration

“Highly inclusive leaders empower individuals as well as create and leverage the thinking of diverse groups.” 

Inclusive leaders demonstrate their dedication to their teams by being present — physically and emotionally. They make themselves available and invest their energy in finding out how to make the team better. They do this by including all voices and ideas, even those they disagree with.

Now that you understand the qualities of an inclusive leader, will you join the movement? If you missed Parts 1, 2, and 3 of my Belonging series, you can review them here,  here, and here.

In closing, I want to leave you with some thought-provoking questions:

• What is the difference between feeling a sense of belonging and being included?
• What about being an inclusive leader resonates with you the most?
• What traits of an amazing inclusive leader do you want to develop?
• Who in your network demonstrates the qualities of a great inclusive leader?
• What part of this four-part belonging series left an impression on you and why?

Shakima “Kima” Tozay is a Licensed Clinical Social Worker whose government career spans over 15 years, beginning in the U.S. Navy. Kima has dedicated her career to serving the military community in various roles across diverse settings and agencies.  Her current position is as a Medical Social Worker serving Veterans. She is also a Social Work doctoral student at the University of Alabama. Kima is a Certified Diversity Professional (CDP®). She also holds certifications in Executive Leadership from Graduate School, USA, and a certificate from Stanford University in Leveraging Diversity and Inclusion for Organizational Excellence. Connect with Kima on LinkedIn.