​A report from 1987 titled Workforce 2000 predicted that for organizations to remain competitive in the future, they must find ways to integrate and support women and people of color in the workplace (Johnston & Packer, 1987).​

Inclusive Leadership is a Relatively New Concept

• ​Inclusion has a phycological benefit for the team.

• People experience less anxiety if their need to be “in the group” matches the degree to which they want others to “include them.”

• ​Caution:

  • It is beneficial for leaders to open their arms to include all followers, but not to the extent that the individual differences of others get smothered or lost in the process.​

Why It Is Important...

1. Opportunities for growth

2. Opportunities for competitiveness.

Inclusion creates both:

Why It Is Important...

​Model

of Inclusive Leadership

Strengths

1. ​Emphasizes the involvement and engagement of everyone in the group.

Strengths

​2. Is consistent with and enhances other relational leadership theories such as leader–member exchange and transformational leadership.

​

Strengths

3. Is a shared responsibility of everyone in the group.

1. It has been used as an all-encompassing construct for any approach to leadership that incorporates behaviors to form quality-based interpersonal relationships with followers and to show appreciation and support for their efforts.​

​

Criticisms​

2. There are challenges associated with the measurement of inclusive leadership.​

• The right people are not always involved in giving feedback.

Criticisms​

3. Although prior research has identified core components of inclusive leadership, few studies to date have attempted to reconcile these components across the leadership and diversity literatures.

​

​

Criticisms​