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Find out what Inclusive Leadership is.
In 2016 enei launched a report on inclusive leadership. We define inclusive leadership as: “leaders who are aware of their own biases and preferences, actively seek out and consider different views and perspectives to inform better decision-making. They see diverse talent as a source of competitive advantage and inspire diverse people to drive organisational and individual performance towards a shared vision.”
This definition is supported by 15 core competencies:
Do your leaders show individual interest and offer one-to-one support for diverse people?
Do your leaders provide an appealing vision that inspires diversity of thinking and being?
Do your leaders encourage diverse talent to develop ideas and to be challenging?
Do your leaders encourage creative thinking?
Do your leaders show acceptance of everyone without bias?
Do your leaders appreciate the perspectives of others and endeavour to understand how others feel?
Do your leaders listen to the opinions of diverse groups?
Can your leaders command credible influence on people's actions without force or coercion?
Do your leaders provide positive feedback to boost people's self-efficacy?
Do your leaders provide opportunities for all diverse employees to realise potential, make autonomous and unique contributions and progress with the organisation?
Are your leaders able to consider the views of others about possible outcomes?
Can your leaders focus on how employees contribute to long-term objectives?
Do your leaders have self-awareness of how preconceived views can influence behaviour towards others?
Do your leaders show a commitment to leading by serving others for the good of everyone rather than for self-gain?
Do your leaders show a respect for the wellbeing of all employees?
Alaba is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-Members.
Prior to working for enei, Alaba gained 15 years of public and commercial experience as a Diversity and Inclusion training consultant. He brings a varied work background as a college lecturer, NHS Foundation Trust non-Exec Director, Home Secretary’s representative on a Police Authority and older adult psychology care specialist.
Flora is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-Members. She is a trained facilitator, coach and presenter.
As People Development for a Global Supply Chain business, she designed first line management and executive level coaching. Prior to that, Flora worked for the Department for Work and Pensions (DWP) for 20 years, including a role as Benefits and Performance and Training Manager. Flora supported the DWP Lean programme as a Lean consultant for the Southern Region, building and sustaining the Lean Practitioner capability and promoting the Lean ethos across the region. Flora is an Associate CIPD member specialising in learning and development.