Introduction
Contemporary workplaces are significantly diverse, and organizations need to apply new approaches to work to suit such conditions. Such management aims to support cooperation between people with different backgrounds for better performance and innovation (Northouse, 2022). As the central element of such management, inclusive leaders create an environment with mutual respect, where people’s uniqueness is recognized and valued. While inclusive leadership seeks to improve the work climate, this approach is associated with certain risks.
Challenges of Inclusive Leadership
Inclusive leadership integrates elements of different theories about leadership, but it takes time to implement. For example, each employee has a different perception of the leader, and various employees may feel inclusivity unequally (Northouse, 2022). Moreover, diversity management involves significant requirements for inclusive leaders, which require more work. Such leaders risk having unconscious bias, which will affect their performance. Therefore, they need to constantly study and use reflection and analysis techniques to prevent their own bias.
The Rise of Inclusivity
Inclusive leadership has become a well-known concept. Its benefits are widely discussed, and several factors can justify its fame. Interest in inclusivity was both due to changes in society and an awareness of the benefits it gives companies. Mechanisms that create value in an inclusive workforce include diverse ideas and contributions to innovation, greater geographic reach of talent, and similar aspects.
Research Supporting Diversity
Research is increasingly confirming that diversity is needed, both in the cultural and the social background. For example, many employees in high organizational positions need an appropriate education, as indicated in the vacancy requirements (Ingram, 2021). Inclusivity made it possible to consider their talent and give them a chance to work. However, changes in society caused by the fact that various social groups drew attention to their disadvantageous position became a driving force for diversity. They began a dialogue, which gave rise to a detailed study of the prospect of inclusivity and its benefits.
Conclusion
Thus, inclusive leadership aims to create an environment that supports employees from diverse backgrounds. Its implementation is a difficult task, as there are some risks, such as unconscious bias and differences in the perception of a leader by employees. However, the ideas of inclusive leadership have become quite popular thanks to social change and the attention they have attracted to the benefits of diversity.
References
Ingram, P. (2021). The forgotten dimension of diversity. Harvard Business Review, 58-67.
Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). SAGE Publications.