The Core Behaviors of Inclusive Leaders

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.

As published by our Center for Workforce Transformation, recent data from Perceptyx's 2024 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.

It Starts with a Culture of 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.

Developing 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.

Listening as a Channel to 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.

Employee sentiment provides the earliest feedback on leadership effectiveness. Look for:

• Increased feelings of inclusion and belonging,
• Greater comfort with authenticity,
• Improved access to opportunities, and
• Enhanced perceptions of fairness.

These early indicators should translate into concrete organizational outcomes, such as:

• Representative participation in DEIB training,
• Balanced employee turnover across demographic groups,
• Increased representation in leadership,
• Reduced compliance incidents, and
• Positive ROI on DEIB investments.

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 feedback assessment to help leaders uncover their strengths and potential blind spots. Multisource 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.

Perceptyx Can Help Your Organization 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.