How Inclusive Leadership Transforms Organizations for Future Growth
Event Summary
The world is changing faster than ever, and leaders need to not only adapt but thrive in the face of these shifts. Staying ahead means prioritizing multiple voices at the table, drawing on the strength of varied backgrounds and experiences. Forward-thinking leaders understand that inclusive leadership isn’t just a value—it’s a critical driver of sustainable business growth.
What Is Inclusive Leadership? And What Is It Not?
First coined in 2006, the concept emphasizes actions and behaviors that invite and value multiple contributions for various individuals and teams. It’s about activating a comprehensive range of perspectives, skills, and experiences to deliver exceptional results so that everyone benefits— from employees to shareholders and even customers.
Less than 5% of global leaders are effectively driving inclusivity within their organization.
Sources: Korn Ferry
As so-called “Cancel Culture” and other digital trends have created a negative connotation to the concept of inclusivity as a workplace initiative, many executives have incorrectly begun to associate inclusion with disguised exclusion, meaning that it’s a business practice that only benefits a few.
Inclusive leadership is, in fact, a commitment to creating environments where every perspective is respected, heard, and empowered to deliver
positive results for the organization. Ethnicity, class, and overall work experience are all examples of areas in which one can drive inclusivity— and when one breaks down the barriers of exclusive behavior, the results can be extraordinary.
“ Christianne Garofalo, CEO, Americas EQUIIDA
When our company was acquired, I was suddenly surrounded by new people, solutions, and perspectives. It was overwhelming. The old me wanted to protect my kingdom, to hold on tightly to what I knew and controlled. But once I embraced inclusion and got ferociously curious about these new ideas and approaches, everything changed. That shift led us to sell the largest deal in Korn Ferry’s history—a $70 million collaboration that combined three business lines in a way we’d never done before. Inclusion truly fuels transformation.”
Inclusivity’s ROI
Organizations that embrace inclusive practices unlock significant financial benefits. Companies with inclusive cultures are more likely to exceed financial targets and foster a more innovative culture, driving significant revenue growth.
Companies Who Prioritize Inclusive Leadership and Practices
Sources: Deloitte, Gartner, Korn Ferry
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When people feel respected and valued, they become more creative, collaborative, and deeply invested in the organization’s mission. We’ve seen firsthand how this also boosts retention by saving costs and preserving critical institutional knowledge. Leaders must treat inclusion as an enduring part of how they operate, not as a standalone initiative. It’s about embedding inclusivity into the very DNA of the organization.”
Elise Awwad, President and CEO, Devry University
Feeling the Pressure to Scale Back? Here’s Why You Shouldn’t.
Yes, it can be challenging in today’s times to talk about initiatives associated with inclusivity. But pulling the plug could cost your organization—both in terms of business value and employee retention.
Rather than stepping back, focus on empowering employees to see how inclusivity drives both personal and organizational success. Demonstrate to your executive team the direct impact on revenue growth and employee retention, and clearly outline how these leadership behaviors create value for everyone. Inclusive leadership leads to a foundation for long-term organizational success. Inclusivity isn’t just a tactic; t’s a foundation for long-term success. “
Inclusion must be embedded in the DNA of the company, driving both short-term and long-term results. The focus should always be on outcomes, not just the inputs. I’ve seen firsthand how inclusion delivers results: customers have told us they chose us because we accounted for multiple perspectives that our competitors didn’t. That’s inclusion in action, and that’s why we won.”
Tiger Tyagarajan, Board Member of GenPact, Jabil Kantar, and MathCo
Companies Who Prioritize Inclusive Leadership and Practices Experience:
Performative Actions Don’t Drive Performance
Avoid “checking the box” through tactics that make it look as though your organization is focused on inclusion when there is no true strategy behind the message. Focus more on actionable items than surface-level tactics, and your employees will believe in your work.
Make Inclusivity an Everyday To-Do
Integrate inclusivity into everyday routines to ensure it’s impactful without burdening your leadership team. Simple, actionable steps like skip-level meetings and quarterly listening tours create opportunities for open dialogue that fosters innovation.
Actively Listen
When great leaders hold conversations with their employees, they focus on what they hear and reflect on what it means before responding ad hoc. This is incredibly important when building inclusive leadership strategies. Pay attention to what your team needs, where they see room for improvement, and how you can create a space where their suggestions are thoughtfully considered and implemented into action across the organization where appropriate.
Hold Team Members Accountable
Incorporate inclusivity into performance goals at both organizational and individual levels, reinforcing the business impact that these programs have for organizations. Recognize and reward leaders and team members who demonstrate behaviors and actions that value various backgrounds and experiences. When inclusivity becomes a shared expectation, it becomes a driver of sustained growth and success.
