The Importance of Inclusive leadership and how it fosters diversity:

Inclusion is the new paradigm: the emergence of an inclusive leader who seeks
out diverse perspectives
Leaders need to actively create a workplace where diverse talent is fostered and
where diverse teams operate to their maximum potential.
As Deloitte point out: inclusive leadership goes beyond giving people hugs, being
nice and letting people speak up. Our misunderstanding of inclusion and
diversity has resulted in management thinking that we need to remember to be
inclusive. However this assumption that inclusion and diversity are the same
thing has led to an implementation problem: we dont quite know HOW to do it.
However a culture which promotes diversity will have processes in place that
facilitate inclusion. This can be achieved when management take the time to
understand how these diverse teams can perform to their full potential and
further contribute to higher performance.
Furthermore, the inclusive leader/s need to play an active role in achieving
inclusion amongst diversity. Undoubtedly diverse teams will face challenges;
however management
Good afternoon chairperson and audience. You have heard Ashley outline the
fundamental differences between diversity and inclusion. Usama has not only
highlighted numerous amounts of evidence that point to a material shift from
diversity to inclusion; he has also made it rather apparent that it is imperative for
companies to acknowledge the difference between the two. Companies stand to
gain considerable competitive advantage when the two are perceived and subsequently
implemented through separate, yet complimentary processes. Aspects of the individual
relationship between employees and their organisation, such as commitment and
satisfaction are positively affected as well.
I will finalise our teams case today by drawing your attention

Take for instance, the case of Petrocom in Finland and the inability of
management to effectively implement Global Workforce Diversity Management
and Inclusiveness initiative. At a managerial level there was little agreement on
how to both introduce and manage diversity. Inclusive leadership was not
prevalent, and consequently at the operational level the initiative was much less
effective in influencing peoples attitudes, behaviours and the extent to which
inclusiveness was achieved. The result: Diversity tolerance rather than diversity
inclusion, highlighting the issue of implementation. If we assume that diversity
and inclusion do not require ____________,