Understand the Value of Inclusive Leadership

Learning Objectives

After completing this unit, you’ll be able to:

• Explain the power of inclusion.
  
• Describe the business impact of inclusion.
  

The Power of Inclusion

What does inclusion feel like? It feels like when you enter a room and you don’t have to check any part of yourself at the door. When your unique characteristics are celebrated. When you can raise your voice and be unequivocally heard. When you are surrounded by allies and advocates who use their platforms to lift you up. When opportunities are accessible, and there are no boundaries to performing the best work of your career. That’s the power of inclusion.

Unfortunately, many people never get to experience the power of inclusion. Underrepresented groups (for example, women and marginalized racial/ethnic groups) often describe feeling like “the other” in their workplaces, which can be isolating and demotivating. But it’s not just underrepresented groups. Almost everyone can probably recall a time when they felt like “the other” and, as a result, felt self-conscious or apprehensive about speaking up. People want to work for companies that understand, welcome, and support their authentic selves. At Salesforce, we describe the power of inclusion as feeling “proudly you.”

The Business Impact of Inclusion

Research shows that the ability to show up as who you are, and feel a sense of belonging, has a profound impact on your quality of work and the pride you have for your company. According to Salesforce Research’s The Impact of Equality and Values Driven Business report:

• Employees who feel they can be their authentic selves at work are 2.8x more likely to be proud to work there.
  
• Employees who feel their voice is heard at work are 4.6x more likely to feel empowered to perform their best work.
  
• Employees who feel a sense of belonging at work are 5.3x more likely to feel empowered to perform their best work.
  

Beyond engagement and employee performance, inclusion impacts many other aspects of the business when the environment is welcoming and inclusive of all underrepresented groups. For example, in a 2022 report titled Inclusion of Lesbian, Gay, Bisexual, Transgender, and queer (LGBTIQ+) Persons in the World of Work: A Learning Guide, the International Labour Union notes the following.

“Studies have shown diversity in the workplace, including LGBTQI+ persons, is better for business...[and] is associated with higher levels of foreign direct investments and improved brand appeal. More diverse companies can compete for talented employees. Individuals working in open, diverse and inclusive environments are not only more likely to have better job satisfaction, but they also often go beyond their formal job descriptions and make innovative contributions to company culture.”

Finally, a report in the Deloitte Review finds that an inclusive culture helps drive the bottom line. The study determined that organizations with inclusive cultures are:

• 2x as likely to meet or exceed financial targets.
  
• 3x as likely to be high-performing.
  
• 6x more likely to be innovative and agile.
  
• 8x more likely to achieve better business outcomes.
  

Creating an inclusive workplace isn’t just the right thing to do, it’s also the smart thing. When we commit to making our employees feel valued, heard, and recognized, we foster stronger company cultures, become destination workplaces, innovate faster, and outperform our peers. Keep in mind the immense power of inclusion on us all.

Now that you recognize the power of inclusion, in the next unit, let’s explore the traits that define inclusive leaders.