Inclusive leadership has become a cornerstone for organisational success in today’s diverse and dynamic workforce. A discussion hosted by Dipti Shah, featuring Lynn Perry (CEO of Barnardo’s) and Sir Peter Wanless (ex-CEO of the NSPCC), highlighted the transformative power of inclusive leadership. Their insights offer a roadmap for embedding diversity, equity, and inclusion (DEI) into core organisational culture, fostering a more engaged and purpose-driven workforce.
Organisations across sectors are grappling with challenges with employee disengagement, staff retention, and attracting top talent. This phenomenon, often referred to as “quiet quitting”, reflects a deeper issue of emotional detachment among employees. Lynn Perry and Peter Wanless explain why inclusive leadership is critical to addressing these issues, creating environments where employees feel valued and motivated.
Inclusive leadership goes beyond policies and checklists—it involves embedding EDI principles into every aspect of the organisation, ensuring that diversity is celebrated, equity is prioritised, and inclusion is felt at all levels.
Key Components of Inclusive Leadership
Development and Training: Structured EDI training and emerging leadership programmes support underrepresented employees with the skills and confidence to progress.
Representation: Lynn Perry highlights the need for targeted leadership programmes for underrepresented groups, such as women and employees of African, Asian, and Caribbean heritage, to ensure diversity at all levels.
Psychological Safety: Both leaders emphasise initiatives such as 360-degree feedback and reciprocal (upward) mentoring. These programmes allow senior leaders to learn from employees’ lived experiences, fostering mutual understanding and growth.
