Inclusive Leadership Behaviors: Building Belonging at Work

The modern workplace is diverse, bringing together people with varied backgrounds and perspectives. While research consistently shows this diversity drives innovation and performance, success also requires developing leaders who can create environments where every employee feels genuinely valued.

Data from Perceptyx's Benchmark Database reveals an important gap: while 4 in 5 employees report they can bring their authentic selves to work, 1 in 5 remain dissatisfied with their organization's DEIB efforts. People leaders are one of the most effective ways organizations can bridge this gap between intention and impact.

How do inclusive leaders foster belonging?

The most effective inclusive leaders consistently demonstrate three key sets of behaviors. First and foremost is fostering belonging — a fundamental human need that takes on special significance in the workplace. Leaders who excel at belonging:

• Build meaningful relationships and a shared workgroup identity

• Demonstrate clear, respectful, and empathetic communication, and

• Establish support networks within teams.

When leaders actively build an inclusive team culture, they create environments where employees feel secure enough to bring their whole selves to work. This security forms the foundation for the second crucial behavior set: valuing uniqueness.

True inclusive leaders go beyond simple tolerance of differences to actively celebrate them. They:

• Demonstrate that individual opinions and perspectives are valued,

• Leverage diverse perspectives to improve decisions and drive innovation, and

• Help teams navigate conflict respectfully.

This appreciation for uniqueness naturally leads to the third behavioral pillar: treating everyone with fairness and respect. Successful leaders know that fairness requires both consistent processes and cultural reinforcement. These leaders:

• Implement data-driven decision-making processes,

• Create cultures of mutual respect, and

• Hold themselves and others accountable to consistent standards.

How can organizations develop inclusive leaders?

Of course, executing these behaviors effectively is no small task. It requires leaders to develop a sophisticated set of personal qualities and skills, including:

• Humility and curiosity about others,

• Cultural intelligence,

• Capacity for effective collaboration,

• Visible commitment to diversity, and

• Awareness of personal bias.

These characteristics don't develop overnight. Organizations must intentionally cultivate them through structured development programs and ongoing support.

How can listening measure leader skills?

How do organizations know if their efforts to develop inclusive leaders are working? The answer lies in utilizing employee listening to measure both immediate indicators and long-term outcomes.

How can organizations build sustainable change?

Creating lasting inclusive leadership capabilities requires a systematic approach that combines assessment, expectation-setting, development, and accountability. Organizations should:

1. Use Regular Leadership Assessments: Try a 360-degree feedback assessment to help leaders uncover their strengths and potential blind spots. Multi-source feedback helps leaders understand their impact on others and identify areas for growth.

2. Set Clear Expectations: Define what specific inclusive behaviors are expected from leaders in your organization. These expectations should be concrete, measurable, and tied to organizational values.

3. Provide Ongoing Development: Developing inclusion doesn't happen overnight, and it's often full of uncomfortable change and setbacks. Offer leaders focused training and coaching that builds both awareness and practical skills. Development should always be continuous rather than a one-time event.

4. Build in Accountability: Include DEIB goals in performance evaluations to ensure sustained focus and progress.

Organizations that successfully implement these elements create a virtuous cycle where inclusive leadership behaviors become self-reinforcing. As leaders model these behaviors, they inspire others to follow suit, creating cultures where differences drive innovation and every employee can thrive.

Frequently asked questions

What are inclusive leadership behaviors?

Inclusive leaders:

• Foster belonging through respectful, two-way communication.

• Celebrate differences and use varied viewpoints to solve problems.

• Apply data and consistent processes to treat everyone fairly.

How can I practice inclusive leadership each day?

• Begin meetings by asking, "Who has a different view?"

• Rotate who speaks first to balance voices.

• Use data, not gut instinct, for team decisions.

• Give clear, timely feedback tied to observable actions.

• Close with one thing you learned from the group.

How do I know if our leaders are inclusive?

Check three evidence points:

• Survey data – scores on belonging, authenticity, and fairness items.

• Talent metrics – promotion, turnover, and training participation by demographic group.

• 360-degree feedback – comments on respect, openness, and accountability.

Use the findings to target coaching and track improvement over time.

How can Perceptyx help you cultivate inclusive leaders?

Ready to develop more inclusive leaders in your organization? Download our comprehensive DEIB Guidebook for detailed strategies and practical tips to support your journey. To learn more, schedule a meeting with a member of our team.