Inclusive Leadership: Self-Assessing on the 6 C’s

A previous blog post of mine introduced the 6 C's of Inclusive Leadership, which emerged from a Deloitte study as a framework for understanding the key characteristics and behaviors of inclusive leaders. By focusing on these 6 C's, organizations can develop and support inclusive leaders, and create a culture that values diversity and inclusion at all levels.

These 6 C's are:

1. Commitment: Inclusive leaders are committed to creating and maintaining a diverse and inclusive workplace culture.

2. Courage: Inclusive leaders have the courage to challenge bias, discrimination, and exclusion, and to take action to promote diversity and inclusion.

3. Cognizance of bias: Inclusive leaders are aware of their own biases and how they can impact their decision-making and interactions with others.

4. Curiosity: Inclusive leaders are curious about different perspectives, experiences, and backgrounds, and seek to learn from them.

5. Cultural intelligence: Inclusive leaders have cultural intelligence, which enables them to understand and appreciate different cultural norms and values.

6. Collaboration: Inclusive leaders foster collaboration and teamwork across diverse groups, and value the unique contributions that each person brings to the table.

Self-Assess: Evaluate your inclusive leadership traits based on the six traits framework.

Using a scale of 1-5, rate yourself on each of the questions below. When rating yourself on each of the questions, it's important to be honest with yourself and consider your actual behavior and actions, rather than how you would like to behave or think you should behave. Here are some tips to help you rate yourself:

1. Use a scale of 1-5: Use a scale of 1-5, where 1 represents the lowest score and 5 represents the highest score.

2. Consider the frequency of your behavior: Consider how often you engage in the behavior described in the question. For example, if the question asks how often you set goals to foster an inclusive workplace environment, consider how frequently you actually set these goals, rather than how often you think you should set them.

3. Be objective: Try to be as objective as possible when rating yourself. Avoid rating yourself based on your intentions or aspirations, and instead focus on your actual behavior and actions.

4. Reflect on feedback: Reflect on feedback that you have received from others. Consider how others perceive your behavior and how it aligns with your self-assessment. Use feedback as an opportunity to identify areas where you may need improvement.

5. Focus on growth: Remember that the purpose of this self-assessment is to identify areas where you can improve your inclusive leadership skills. Don't be discouraged if you rate yourself lower than you would like. Instead, use this as an opportunity to create an action plan to develop your skills and grow as a leader.

Self-Assessment Questions to Ask Yourself

Commitment:

1. How often do you set goals to foster an inclusive workplace environment?

2. Do you actively engage in initiatives or activities that promote diversity and inclusion?

3. How often do you communicate your commitment to fostering an inclusive workplace environment to your team members and colleagues?

Courage:

1. Do you speak up when you observe or experience discrimination or bias in the workplace?

2. How often do you challenge and question your own assumptions and biases?

3. Have you ever taken action to address a difficult situation related to diversity and inclusion, even if it meant going against the norm?

Cognizance of Bias:

1. How aware are you of your own biases and how they affect your decision-making?

2. Have you participated in any training or learning opportunities to address your unconscious biases?

3. How often do you seek feedback from others to understand how your actions and decisions may impact them differently due to their diverse backgrounds?

Curiosity:

1. How often do you seek out opportunities to learn about different cultures, backgrounds, and perspectives?

2. Do you actively seek feedback from team members and colleagues from diverse backgrounds to understand their experiences?

3. How often do you encourage and facilitate discussions about diversity and inclusion in the workplace?

Cultural Intelligence:

1. How well do you understand the cultural differences and similarities between your team members and colleagues?

2. Have you ever adjusted your communication or leadership style to accommodate different cultural norms or expectations?

3. How often do you seek out resources or information to increase your knowledge and understanding of different cultures and backgrounds?

Collaboration:

1. How often do you seek out and value diverse perspectives when making decisions or solving problems?

2. Do you actively promote and facilitate collaboration between team members from different backgrounds?

3. How often do you recognize and celebrate the contributions of team members from diverse backgrounds?

Creating a self-development action plan can help you to identify specific steps you can take to develop your skills in areas where you may need improvement. Here are some steps to help you create an action plan:

1. Identify the areas where you need improvement: Review your answers from the self-assessment and identify the areas where you scored lower. These areas are the ones where you need to focus on improving your skills.

2. Set SMART goals: Set specific, measurable, achievable, relevant, and time-bound goals for each area that you need to improve. For example, your goal could be to attend a diversity and inclusion training workshop within the next three months.

3. Identify resources: Identify the resources that you need to achieve your goals. These could include books, workshops, coaching, or mentorship programs.

Pam Jackson, PhD is an organizational and behavioral economist with specialization in Diversity, Equity, and Inclusion (DEI). With years of experience in this critical field, she brings a wealth of knowledge and expertise to help organizations achieve their DEI goals. Her proven track record of implementing successful DEI initiatives across a wide range of industries is lengthy and she is committed to creating inclusive and equitable environments for all. With a deep understanding of the challenges and opportunities of DEI work, Dr. Pam offers customized solutions that are tailored to each organization's unique needs. Contact her team at Driven Performance Consulting today to learn more about how she can help you create a more diverse, equitable, and inclusive workplace.