Five concrete inclusive leadership practices

Inclusive leadership rests on observable, repeatable behaviours, not on a natural disposition or a gift. Here are five practices Suzie Mondésir distils from her work with large organisations and her research on equity.

1. Actively notice who speaks and who stays silent

In meetings, people from under-represented groups speak up less often, and their contributions are more often interrupted or picked up by others without credit. An inclusive leader notices these patterns, creates explicit speaking spaces (round-table prompts, direct questions, simultaneous written chat) and restates ignored ideas with clear attribution.

2. Standardise evaluation criteria before seeing applications

Evaluation bias activates when criteria stay implicit. Defining in writing what you are looking for (skills, behaviours, expected examples) before reading CVs or reviewing performance significantly reduces the influence of unconscious preferences. Research documents this as one of the most robust available interventions.

3. Ask for feedback on your own inclusion

An inclusive leader knows they have blind spots. They ask directly, especially people who might hesitate to raise the issue spontaneously: “Have there been moments when you felt your perspective wasn't heard?” This gesture breaks the power asymmetry and generates information that anonymous surveys do not always capture.

4. Name exclusion when it happens

Silence in the face of a micro-aggression or an inappropriate comment sends a message. An inclusive leader does not need a long speech: a brief, calm, precise remark is enough. “I don't think that comment fits what we're aiming for here.” This practice protects the people targeted and signals to everyone else that the norm is real.

5. Measure, not just declare

Intentions without indicators remain wishes. An inclusive leader runs post-hire inclusion surveys, tracks promotion rates by group, and analyses exit interviews. That data makes it possible to adjust strategy rather than repeat it by habit.

To go deeper, explore Suzie Mondésir's inclusive leadership training programmes or reach out for a tailored engagement.