By Sherrie Haynie | September 15, 2021

In my last article, I discussed how companies agree that developing more inclusive company cultures is a worthy goal while falling far short of achieving it. There are three key diversity, equity and inclusion initiatives to understand if you want an inclusive company culture. First, diversity isn’t effective without inclusion. Second, inclusivity must be addressed at the individual level. And third, the example has to come from the top down.

Regarding this last point, it’s critical to first define what it means at the executive level. My organization, The Myers-Briggs Company, has a working definition for inclusive leadership that involves eight components:

• Seeking diverse perspectives.

• Flexibility.

• Empathy.

• Emotional intelligence.

• Openness/transparency.

• Awareness of personal bias.

• Leading for team trust and engagement.

• Leveraging the value of differences to support effectiveness.

Read the full article at Forbes