Leadership is an important aspect of organizational structure that can significantly impact the way diversity is managed within teams and organizations. Leadership styles refer to the approach taken by leaders to guide and motivate their followers towards achieving common goals. Different leadership styles have been found to influence how inclusive leaders are in terms of promoting and accommodating diverse identities, such as gender, race, ethnicity, age, religion, disability, etc., within their teams.
Autocratic leaders tend to be more focused on task accomplishment and less concerned with the well-being of their team members, while participative leaders encourage collaboration and open communication among all team members regardless of their differences. Transformational leaders, on the other hand, focus on developing and inspiring their followers and encouraging them to reach their full potential. This type of leader tends to create a culture where employees feel empowered and valued, which may lead to greater inclusion of diverse identities.
The relationship between leadership style and inclusion of diverse identities is not straightforward. Some studies suggest that transformational leadership does not necessarily translate into increased inclusivity unless there is also a commitment to creating policies and practices that support diversity, equity, and inclusion (DEI) efforts.
Some research suggests that charismatic leaders who rely heavily on personal traits and inspirational speeches may actually undermine DEI efforts because they may promote conformity rather than difference.
While different leadership styles do play a role in shaping the level of inclusion of diverse identities within units, it is important for leaders to recognize the limitations of these approaches and work towards creating an organizational culture that values and supports diversity at every level. This requires a commitment to DEI efforts beyond just having a charismatic or participative leader, including regular training and education, clear policies, and accountability measures. By doing so, organizations can foster an environment where everyone feels welcome and has equal opportunities to contribute and thrive.
How do leadership styles influence the inclusion of diverse identities within units?
Research indicates that different leadership styles have varying effects on promoting diversity, equity, and inclusion within organizations. Transformational leaders, for example, are more likely to create a positive climate that values inclusivity and individual differences (Jung et al. , 2015). In contrast, transactional leaders may reinforce traditional hierarchies and power structures that perpetuate existing inequalities (Huang et al. , 2017).