Inclusive Leadership Starts at the Top

This article was originally published at BeExecutive.com.

At Be Executive, we recognise that fostering inclusive workplaces starts with inclusive leadership.

Pride Month, each year in June, is a timely reminder that inclusion isn’t just a cultural value—it’s a strategic advantage. Executive teams and boards that prioritise diversity and inclusion are better positioned to innovate, retain talent, and make decisions that reflect the communities they serve.

Yet many leadership teams still see inclusion as a ‘people issue’ or an HR responsibility. The reality? Inclusion must be embedded in governance, strategy, and leadership behaviours to create real impact.

Inclusion in Leadership: Why It Matters

Research continues to show that organisations led by inclusive executives perform better across almost every measure—from employee engagement to client satisfaction.

Inclusive leaders:

• Build trust across stakeholders

• Encourage diverse perspectives and challenge groupthink

• Improve organisational resilience and decision-making

But inclusion doesn’t happen by default. It takes intention, consistency, and a willingness to reflect and change.

Here are 5 Practical Inclusion Tips for Boards & Executive Teams

Whether you’re overseeing a not-for-profit, community service, or social impact organisation, these practical strategies can help you build more inclusive leadership:

1. Make Inclusion a Standing Agenda Item
Don’t wait for an issue to arise. Dedicate time in board and executive meetings to discuss inclusion goals, barriers, progress, and lived experiences. Visibility drives accountability and measure it.

2. Diversify Shortlists and Panels
Ensure your executive search process includes diverse shortlists and selection panels. This minimises unconscious bias and increases the likelihood of identifying leaders with inclusive mindsets.

3. Conduct a Board & Exec Inclusion Audit
Ask the tough questions through anonymous staff feedback surveys

• Do all voices feel equally heard in decision-making?

• Are new perspectives genuinely welcomed?

• Does our leadership reflect the communities we serve?

4. Link Inclusion to Strategy
Align diversity and inclusion goals with core strategic outcomes, like workforce retention, risk management, and service innovation. Inclusion should be a lever for success, not a side note.

5. Invest in Inclusive Leadership Development
Offer your leadership team tailored training or coaching in:

• Culturally responsive leadership

• Inclusive governance practices

• Leading diverse and intersectional teams

These investments deliver long-term cultural benefits and help shift intent into action.