Traits of a Truly Inclusive Leader

Angela Solomon • Feb 18, 2019

“Diversity is the mix, inclusion is making the mix work.”-(Andrés Tapia)


Today is President’s Day and what a great way to honor and celebrate Washington and Lincoln’s legacies, than by discussing the qualities needed to be a true inclusive leader. An inclusive leader is someone highly committed to diversity and inclusion initiatives, as they align themselves with both their personal beliefs and business objectives. It is a commitment to challenge, because as we all know the vision and actual implementation surrounding D&I is not for the faint hearted. It takes time, dedication and perseverance. It is a form of activism that a true leader must be a champion of change in order to carry it out and check their own prejudices when need be. “Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.” -(Jack Welch)


There are so many, but here are my top 5 qualities I believe make for an unstoppable inclusive leader:

1) Inclusive Leaders Practice What They Preach: This is one of the most important attributes of a truly inclusive leader. Being a constant state of understanding of your teams differences and how those behaviors may show up at work each and every day is very important. Respecting the multiplicity of your staffs personalities when it comes to ideas generation and innovation can prove rather successful in the end. It’s a matter of tapping into their individuality, nurturing their talent. “Don’t tolerate me as different. Accept me as part of the spectrum of normalcy.” -Ann Northrop


2) Inclusive Leaders Don’t Tolerate Racism, Sexism, and/or Xenophobia: While being a pillar of advice and inspiration you must also have “no tolerance” policies and guidelines. Policies that, not only denounce all forms of racial and sexual harassment, but also include stern warnings, and/or immediate firing, depending on the situation. Written and unwritten, an inclusive leader sends a clear message that creates a working environment where individuals can bring their true selves to work, and thrive with no repercussions or innuendo related to those differences. “When you say you ‘don’t see race’, you’re ignoring racism, not helping to solve it” -Zach Stafford


3) Inclusive Leaders Recognize Their Own Unconscious Bias: Inclusion leaders know that they too suffer from prejudices and biases, after all they are human. Some understand they stand from a podium of privilege that they were born into which is essential. Identifying what they are, standing in humbleness while working to change them, is a key attribute of an inclusive leader. “Fortunate for serious minds, a bias recognized is a bias sterilized.” -Benjamin Haydon


4) Inclusive Leaders Believes Everyone Is Created Equal, But Also Understands That’s Not The Way The World Goes Around: While inclusion leaders believe that every man/woman is created equal, they are also fully aware of racial, sexual, societal, and workplace inequities. They champion change from their leadership platform by hiring more people of color, more women, and paying them their worth, equal to that of their white male counterparts. “We can not all succeed when half of us are held back” -Malala Yousafzai


5) Inclusive Leaders Are Constant Students: This applies to leaders, but for inclusive leaders, not only are they always reading and learning new ways to become better as they lead, but they are also ingrained in vision, and possess moral imperative, and the action to push a truly inclusive agenda that serves all. They strive to immerse themselves in other cultures to understand and appreciate differences. “Who questions much, shall learn much, and retain much.” -Frances Bacon


Any form of leadership is a tall order, but inclusive leadership is a whole different level. It requires leading by example, and strong commitment to a cause which is recognized as bigger than one’s self. Inclusive leaders know that providing constant guidance that uplifts and inspires is necessary. Checking one’s own prejudicial behavior with humility and growth. Immersing yourself in different cultures for understanding purposes but perhaps most importantly, letting yourself blossom as a leader to make your company the best it can be, is what makes inclusive leaders unstoppable.


I am someone who sees incredible potential and opportunity in places where some people don’t think to look. Minorities and women are still marginalized in the working world. As owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace invisible and powerless. I rarely bet on certainty and always root for the underdog because after all, those are the best stories to tell.


Hi there! Thanks for reading! Follow Angela Solomon on her social profiles! | LinkedIn: /ASolomonRecruits | Facebook: @ASolomonRecruits | Instagram: @A.SolomonRecruits | Twitter: @AS_Recruits | Pinterest: @AS_Recruits

Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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