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Target Unit: Senior Management

MARC Leaders Program: Engaging Men as Champions

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • PProgram

TARGET AREA
  • Programs and Initiatives

TARGET UNIT
  • CEO, Senior Leadership, Senior Management

LINK TO RESOURCE

MARC Leaders Program: Engaging Men as Champions

Catalyst
MARC Leaders is an immersive program focused on engaging men as change agents who lead efforts to bring greater diversity to the workplace.

MARC Leaders Workshops enable emerging and senior male leaders to develop critical inclusive-leadership strategies; sharpen awareness of inequalities, unconscious biases, and privilege; and hone skills to make a lasting impact.

The MARC Leaders Executive Dialogue is a unique program for senior leaders and executives that raises awareness and generates interest in supporting and promoting workplace equity. The MARC Leaders Executive Dialogue introduces concepts critical to sustained collaboration between men and women leaders who champion inclusion.

MARC Teams offer a group-learning strategy for creating inclusive workplaces together.

To learn more about these programs, click here.

Building Inclusion: An Evidence-Based Model of Inclusive Leadership

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ATTRIBUTES
  • Leadership

SOURCE
  • Diversity Council Australia

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Development

TARGET UNIT
  • CEO, Senior Leadership, Senior Management

LINK TO RESOURCE

Building Inclusion: An Evidence-Based Model of Inclusive Leadership

Diversity Council Australia
Diversity Council Australia’s Inclusive Leadership Model proposes that there are five capabilities necessary for a person to be an effective inclusive leader. Inclusive leadership refers to capabilities such as mindsets, knowledge, skills, and behaviours that leaders possess and that make their organizations inclusive.

  1. Building an Identity-Awareness Mindset: Reflect on your own identity and think about what advantages or disadvantages you might experience as a result.
  2. Building a Relational Mindset: Reflect on your ability to communicate effectively across different social and workplace identities and practice, etc.
  3. Building an Open and Curious Mindset: Ensure that across your whole organization, work activities, meeting times, and work-related social activities are scheduled so participation is maximized, etc.
  4. Building a Flexible and Agile Mindset: Assess whether your organization has mainstreamed flexible working (e.g. make flexible work standard business practice), etc.
  5. Building a Growth-focused Mindset: Investigate the extent to which team members from all backgrounds/experience/job levels/business areas/functions can contribute to decision making, etc.

To learn more, click here.

The Six Signature Traits of Inclusive Leadership – Thriving in a Diverse New World

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ATTRIBUTES
  • Leadership

SOURCE
  • Deloitte

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Development

TARGET UNIT
  • CEO, Senior Leadership, Senior Management

LINK TO RESOURCE

The Six Signature Traits of Inclusive Leadership

Deloitte
This report describes six key traits of inclusive leadership that prepare leaders for today’s business environment of diverse markets, customers, ideas, and talent:

  1. Commitment: Staying committed to diversity and inclusion because these objectives align with leaders’ personal values and they believe in the business case.
  2. Courage: Speaking up and challenging the status quo.
  3. Cognizance of bias: Being mindful and aware of personal bias, as well as being attentive to organizational blind spots, such as groupthink, confirmation bias, and implicit stereotypes.
  4. Curiosity: Having a non-judgmental mindset and being willing to understand other people’s perspectives, despite the risk of ambiguity and uncertainty.
  5. Cultural intelligence: Being confident and effective in cross-cultural interactions by being aware of cultural stereotypes, while remaining deliberate and specific in communication and language.
  6. Collaboration: Creating an unbiased working environment where individuals feel valued, empowered, and comfortable to collaborate and share ideas.

In addition, this report outlines inclusive leadership on an organizational level. Businesses can develop leadership capabilities and build an inclusive workplace culture by:

  1. Strategic alignment: Prioritize inclusive leadership as a core pillar in the business’s D&I strategy.
  2. Recruitment: Emphasize inclusive leadership capabilities in job postings and interview questions.
  3. Capability and competency management: Include inclusive leadership capabilities within the business’s leadership competency model.
  4. Performance management: Use KPIs to measure inclusive behaviours and inclusion outcomes.
  5. Rewards and recognition: Reward and showcase leaders who role model inclusive behaviour.
  6. Leadership development: Assess inclusive leadership capabilities among senior leaders and management to identify any gaps, and then create a plan to address those gaps.
  7. System integration: Incorporate inclusive leadership into the strategy for developing current and future leaders.

To learn more, click here.