Why Authentic Leaders Develop Inclusive Organisations

Authentic leadership is a loaded term isn’t it?

When done properly it can benefit organisations by helping them to become inclusive? But what does properly mean?

Get your pen and paper ready because I’m going to explain the reason why Authentic Leaders develop Inclusive organisations

In todays show we discuss several things including:

  • The 4 Qualities of an Authentic Leader
  • The hidden assumption of Authentic Leadership
  • How Authentic Leadership creates Inclusive organisations and much much more

Here’s some of what I share in the show:

Authentic Leaders encourage people to be their true selves

“Authentic leaders encourage open communication and their followers’ ability to be their “true selves”, they create an open and fair work environment”

This study found that this increased employee perceptions of inclusion.

 Authentic Leaders increase employee perceptions of Inclusion

They found that being included shows employees they are important, valued and trusted. Employees who feel included are more likely to experience greater self-worth as members of the organisation and more likely to help their co-workers manage and prevent problems, demonstrate initiative, show up on time, overlook inconveniences and care about their organisation’s status in the marketplace. Who doesn’t want this?”

Authentic Leaders can create a Business Case for Diversity & Inclusion

“This directly speaks to the identity work I mentioned earlier, when employees spend less time on identity work, they can spend more time on their jobs! That’s a nice punchy, clear, specific business case for diversity right there.”


Identity Work & Employee Resource Groups

The Elements of Inclusion #4