Organizations should celebrate diversity and let it be a critical part of their infrastructure. Diversity is beneficial to organizations and the people in them. To maximize the benefits of diversity, leadership must be diverse.

A diverse team of leaders helps to establish and foster trust with many different people in your organization. Diverse leadership brings with it a wealth of knowledge and varying perspectives. Multiple perspectives help leadership relate to those inside and outside of your organization. Diversity boosts awareness of new opportunities. It allows organizations to handle challenges and make inclusive decisions. Inclusive leadership helps organizations increase retention, attract talent and nurture a healthy culture.

Benefits of Inclusive Leadership

A business with diverse leadership reflective of the diversity of the marketplace appeals to a broad range of customers. These businesses are more efficient and likely to find innovative solutions to problems, leading to increased profits. Since an increasing number of candidates are asking employers about their diversity initiatives, a reputation for diversity initiatives is essential.

Recruiting for Leadership Roles

Many organizations view requiring diverse candidates to be among the finalists for all leadership roles as the answer. Be careful. This policy can backfire on you. Applicants know the difference between these pro forma interviews and those fair ones where they get real consideration.

As you determine if candidates have the leadership skills required for the role, consider roles outside the workplace. Do candidates have executive experience in nonprofit organizations or professional associations? Do they have experience in project management, event planning or mentorship within their community? Any of these experiences can help develop management skills and must be a consideration when hiring. You might consider investing in career reentry programs to increase diversity in leadership since women are more likely to interrupt their career trajectory at mid-career to care for children or elderly relatives.

A Culture of Inclusion

Is diversity a priority in your organization? Is it a core value in your organization? If the answer is yes, excellent. Now, have you communicated this in your employer branding? By sponsoring affinity groups, it is possible to increase retention and the likelihood of diverse employees staying with you long enough to grow into leadership roles. These groups let employees come together to work on goals they have in common, provide support networks and encourage innovation.

Diversity initiatives, such as hiring, mentoring and promotion, can dictate management compensation. As you implement these strategies, communicate them on your website and other recruitment materials. An employer who prioritizes diversity, equity, and inclusion is more likely to recruit top talent. These employers are also more likely to outperform less diverse businesses.

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