Human resources professionals play a pivotal role in shaping organizational cultures that prioritize diversity, equity, and inclusion (DE&I). In recent years, the concept of inclusive leadership has gained substantial traction as a guiding principle for HR practitioners seeking to create environments that celebrate differences and foster a sense of belonging among employees.

But inclusive leadership in HR transcends beyond mere representation. It strives for an environment where every individual feels heard, valued, and empowered. This paradigm shift necessitates a departure from traditional leadership models and encourages HR professionals to embrace strategies that actively champion diversity and inclusivity.

As the custodians of organizational culture, HR professionals are uniquely positioned to drive inclusive leadership initiatives. This article explores the various ways HR professionals can create an inclusive leadership that can propel an organization forward.

READ MORE: Why inclusive leadership is crucial

What makes an inclusive leadership

A study by the Harvard Business Review found five qualities that make up an inclusive leader. And the number one on the list is humility. According to the study, inclusive leaders care less about building their own personal image to appear strong and superior, as they value authenticity and are even willing to share their vulnerabilities and weaknesses to inspire the people.

Another quality of an inclusive leader, according to the Harvard Business research, is having an open mind about rules. An inclusive leader, it said, is more inclined to challenge established rules and practices that may no longer have relevance. For example, an inclusive leader will openly scrap traditional policies against tattooed employees to be able to hire the right talent.

An inclusive leader, the study said, is an active learner, which means he or she is in constant search for ways to establish a diverse and inclusive workforce. These leaders regularly study the structures and systems of the organization to spot the areas where they can be better in fostering diversity, equity, and inclusion.

One of the best qualities of an inclusive leader, the study continued, embeds inclusive practices in his or her decision-making process. This leader is highly committed to ensure that in every decision, from small communications to big business pivots, all the kinds of people in the organization, especially the ones that are underrepresented, are heard and considered.

Lastly, inclusive leaders know that the task of fostering a diverse workforce goes beyond the job of HR professionals. They know that fostering inclusivity needs close collaboration with every leader and manager in the company. They integrate DE&I practices into organizational values so everyone can have their own say and contribution to the effort.

Practical strategies for implementing inclusive leadership in HR

Now that we know the qualities of inclusive leadership, let us take a look at some key strategies that HR professionals can practice implementing inclusive leadership:

1. Training programs for HR Professionals

To effectively champion inclusive leadership, HR professionals must be equipped with the necessary knowledge and skills. Implementing comprehensive training programs is crucial to ensure that HR teams understand the nuances of inclusivity, unconscious biases, and effective strategies for promoting diversity. Regular workshops and seminars can foster continuous learning and development in this area.

2. Inclusive hiring and promotion practices

HR plays a pivotal role in shaping the composition of the workforce. Inclusive hiring practices involve actively seeking diverse talent, implementing blind recruitment processes, and ensuring that job descriptions are free from biased language. Similarly, promoting inclusivity in promotions requires transparent and merit-based assessments, providing equal opportunities for career advancement to individuals from all backgrounds.

3. Establishing a diverse and inclusive workplace culture

HR leaders should work towards creating a workplace culture that values and celebrates diversity. This involves promoting inclusivity in everyday interactions, communication, and team dynamics. Implementing employee resource groups, mentorship programs, and diversity and inclusion committees can contribute to building a sense of belonging among employees.

4. Mentoring and sponsorship programs

Establishing mentorship and sponsorship programs is instrumental in nurturing a pipeline of diverse talent within the organization. HR can facilitate connections between employees of different backgrounds, providing guidance, support, and advocacy for career growth. These programs contribute to breaking down barriers and fostering a culture of inclusion.

5. Regular diversity and inclusion assessments

HR professionals should regularly assess the effectiveness of inclusive leadership practices within the organization. This involves conducting surveys, gathering feedback from employees, and analyzing key performance indicators related to diversity and inclusion. By measuring progress and identifying areas for improvement, HR can adapt strategies to better meet the evolving needs of the workforce.

READ MORE: Collecting and reporting diversity metrics

6. Integrating inclusive practices into HR policies

Inclusive leadership should be embedded in the organization's HR policies. This includes reviewing and revising policies related to recruitment, performance evaluations, and employee development to ensure they align with the principles of inclusivity. By institutionalizing inclusive practices, HR sets a clear standard for the entire organization.

Remember, inclusive leadership is more than a set of practices—it is a mindset that permeates every aspect of organizational culture. It requires high commitment and integrity in all its forms, especially for HR professionals who are considered as the architects of organizational culture. While building a diverse and inclusive workforce is challenging, it will always be possible with strong leadership.