This report has been adapted from the original publication. She has over 25 years' experience in human capital, management and law. However, our framework expands on these ideas in the broader context of diversity of markets, ideas, customers, and talent. Chief Executive Women and Male Champions of Change, Warren Berger, Why curious people are destined for the C-suite,, Inga J. Hoever, Daan van Knippenberg, Wendy P. van Ginkel, and Harry G. Barkema, Fostering team creativity: Perspective taking as a key to unlocking diversitys potential,, Adam D. Galinsky and Gordon B. Moskowitz, Perspective-taking: Decreasing stereotype expression, stereotype accessibility, and in-group favouritism,, Gwyn Rogers (Kaisen Consulting), Fish out of water,, Linn Van Dyne et al., Sub-dimensions of the four factor model of cultural intelligence; Thomas Rockstuhl, Stefan Seiler, Soon Ang, Linn Van Dyne, and Hubert Annen, Beyond general intelligence (IQ) and emotional intelligence (EQ): The role of cultural intelligence (CQ) on cross-border leadership effectiveness in a globalized world,, Timothy R. Hinkin, J. Bruce Tracey, and Cathy A. Enz, Scale construction: Developing reliable and valid measurement instruments,. Work you will do Quantitative Research - Questionnaire design, Survey developmment and administration Draft and review questionnaire for logical consistency, completeness, and best representation of survey questions. The growth in emerging market economies may have slowedand big challenges aboundbut the long-term potential remains significant.4, By 2025, the worlds middle-class population is expected to reach 3.2 billion, up from 1.8 billion in 2009, with the majority of this growth coming from Asia, Africa, and Latin America.5 As income levels rise, so does consumer demand. Empowered through their digital devices and with more choice, customers expect greater personalization and a voice in shaping the products and services they consume.11 Facing millions of individual expectations and experiences across an increasingly diverse customer base, the challenge for companies is to deliver individualized insights and a personal touch with the efficiencies of scale. It seems we can easily imagine different future contexts, but when it comes to thinking about leadership differently, we are on a repeating loop. The six C's identified by Deloitte for inclusive leadership include: Commitment Courage Cognisance of bias Curiosity Culturally intelligent Collaborative Deloitte points out the report is designed to help leaders think about how traditional notions of leadership must change. More than ever, future success will depend on a leaders ability to optimize a diverse talent pool. on-the-ground coaching is critical., Courage also comes into play in a willingness to challenge entrenched organizational attitudes and practices that promote homogeneity. By way of example, the worlds population is aging rapidly. The goal was to: 1. team-based learning, and eLearning. These leaders therefore work to mitigate the effects of process biases.45 They are attuned to the propensity for fault lines to fracture the team into subgroups, which can weaken relationships and create conflict. Founded in 1962, Catalyst is a leading nonprofit organization that seeks to expand opportunities for women and business. Deloitte US Innovation - Manager USI . As part of the 2019 Taproot webinar Pro Bono + The Inclusive Leader, Cooper shared that companies whose leaders create an inclusive culture are twice as likely to meet or exceed financial targets, three times as likely to be high-performing, and six times more likely to be innovative and agile. These statistics underscore the fact that a companys promotion of inclusive leadership can have a significant bearing on its ability to compete in the global marketplace, prepare employees for the future of work, and acquire and retain diverse talent. I am very clear about the type of person I gravitate to when hiring. As Geert Peeters, CFO of CLP Group, comments: There is no one culture that is smarter than another. Aligns with leadership and actively contribute to the development, implementation, and maintenance of a firm's technology risk management strategy, methodology and . It is a set of disciplines and traits that can be assessed, improved upon, and put into action. Unless otherwise stated, all quotes from individuals in this report were obtained through interviews conducted for this research, as described in the appendix. For example, incorporate inclusion into an organizations values to guide behaviors, and appoint senior leaders who embody inclusive leadership. They have the autonomy to do what they want. How we win in these markets is as much a matter of how we embed ourselves in these cultures [as any other factor]. This culture makes Deloitte Global . But for this to work, you need to connect to the minds and the hearts.. Complete a Self-Assessment Questionnaires can be useful for identifying your motivations and strengths. Anti-discrimination laws and the war for talent have seen organizations pay attention to historically marginalized groups for some time. For example, how may inclusive leadership drive innovation and prevent the organization from being blindsided, support greater customer connectivity, optimize talent, and/or enable leaders to operate more effectively in a global marketplace? Leaders are central to the connected strategy, says Rob Brown, director of customer advocacy.12 They are the linchpin that sets the pace and culture of our organization. These may include: Numerical Reasoning tests Verbal Reasoning tests Situational Judgement Test (SJTs) You may get rejected already after your numerical and/or verbal tests. These are a few questions to stimulate your thinking about inclusive leadership. By using our off-the-shelf leadership tools and proven leadership development training materials, you can: Build and scale a common leadership language across your organization. You may achieve the targets, but not the culture you need. At Deloitte, we offer a unique and exceptional career experience to inspire and empower talents like you to make an impact that matters for our clients, people and community. International Monetary Fund, World economic outlook update: Slower growth in emerging markets, a gradual pickup in advanced economies, 2015. With DDI, you can build the skills your leaders need to set the tone for inclusion. Explore Deloitte University like never before through a cinematic movie trailer and films of popular locations throughout Deloitte University. We offer well-being programs and are continuously looking for new ways to maintain a culture that is inclusive, invites authenticity, leverages our diversity, and where our people excel and lead . The Deloitte assessment centre written exercise lasts for 1 hour and takes the form of a case study. We embarked on a strategy to take out biasusing external assessments, global benchmarking, and leadership and potential data. I have co-authored a number of publications relating to inclusive leadership, and diversity and inclusion more broadly, including: - 2020 in the rear view: 5 Powerful Lessons for Leaders (2020) - The . For example, while their number in the workforce is increasing, women hold just 12 percent of corporate board seats worldwide.22In the future, demographic shifts will put greater pressure on leaders to be inclusive of diversity. For Bank of Montreals Reid, this willingness is cultivated by creating an environment where individuals feel valued personally and are empowered to contribute. Here are the three most important prep tips for passing your assessment with Deloitte: Tip #1 - Understand the Spirit of the Test. Understanding and being adept at inclusive leadership will help leaders thrive in their increasingly diverse environment. As the US Office of Personnel Managements Stewart explains, If leaders want to be inclusive, they [also] need to think about idea spaces. Manage management consulting . The Inclusive Leadership in Action Webinar Series is over, but you can still watch the recordings below: > How to get clear on your own values and blindspots, and learn more about the experiences, needs and concerns of others. as well as results from a proprietary leadership assessment tool. Both have been shown to have a multitude of benefits, including fostering a more constructive exchange of ideas (diversity of ideas),38 facilitating greater customer insight (diversity of customers), and decreasing ones susceptibility to bias (diversity of talent).39. Deloitte is a leading global provider of audit and assurance, consulting, financial advisory, risk advisory, tax and related services.Our global network of member firms and related entities in more than 150 countries and territories (collectively, the "Deloitte organization") serves four out of five Fortune Global 500 companies. Deloitte Consulting LLP seeks a Consulting, Manager in San Jose, CA and various unanticipated Deloitte office locations and client sites nationally. I recently visited a company that has a Net Promoter Score through the roof and a best employer status that is almost unparalleled. Boston Consulting Group, The most innovative companies 2014: Breaking through is hard to do, 2014, p. 6, https://www.bcgperspectives.com/most_innovative_companies. The end state for a good performing team is an autonomous team, says Deven Billimoria, CEO of Smartgroup Corporation. Their primary motivation for pursuing diversity and inclusion was alignment with their own personal values and a deep-seated sense of fairness. In particular, inclusive leaders are highly sensitized to two fundamental phenomena: personal biases, such as homophily and implicit stereotypes and attitudes; and process biases, such as confirmation bias and groupthink.32 Importantly, they are cognizant of the situations and factors, such as time pressures and fatigue, causing them to be most vulnerable to biases pull. Our team comprises a range of expertise including . The authors would like to thank Kathryn Page, Artie Gindidis, Andrea Espedido, Caroline Pyszko, and Olivia Dineen of Deloitte Touche Tohmatsu for their valuable contributions to this article. Asking a question knowing that you could not change your beliefs under any circumstancesnot in terms of taking on someone elses religion, but in terms of what you think is right and wrongis pointless. Deloitte and Victorian Equal Opportunity and Human Rights Commission, Jason A. Colquitt, Donald E. Conlon, Michael J. Weeson, Christopher O. L. H. Porter, and K. Yee Ng, Justice at the millennium: A meta-analytic review of 25 years of organizational justice research,. You will execute these audit procedures using our cutting-edge audit tools and technologies that use artificial intelligence, advanced analytics, data visualizations and process flow . Insight I think it brings far greater confidence to the decision making when you know you are being supported by people who have far more diverse points of view.. And I have always had sensitivity to any form of exclusion that comes from a person., This combination of intellect (that is, belief in the business case) and emotion (that is, a sense of fair play and caring for people as individuals, not resources) is consistent with the head and heart strategy emphasized by change expert John Kotter. At the individual level, they are very self-aware, and they act on that self-awareness. This person will need to invest in people and lead process efficiency through automation and standardization. Develop your people, retain talent, and transform your organization with world-class leadership development tools and content. They understand that their natural state, without these interventions, tends to lean toward self-cloning and self-interest, and that success in a diverse world requires a different approach. It's based on our Six Signature Traits . Highly inclusive leaders are confident and effective in cross-cultural interactions. Our professionals reach across disciplines and borders to develop and lead global initiatives. Any disagreements between researchers with respect to coding were discussed and resolved. While there is no single formula for success, research shows that having people with a more global mindset and capability is critical.9 John Lewis, Jr., global chief diversity officer of The Coca-Cola Company, agrees: Right now, our fastest-growing markets around the world are sub-Saharan Africa, India, and China. Inclusive leaders also exert considerable effort to learn about their own biases, self-regulate, and develop corrective strategies. For example, if we are talking about religion in the workplace, it is one thing to be curious, but another to be able to suspend your own beliefs. In recognizing intelligence in each culture, your cultures intelligence may not necessarily be used today for todays problems, but it will be used tomorrow for tomorrows problems. Juliet leads Deloitte Australia's Diversity and Inclusion Consulting practice and co-leads the Leadership practice. Now we have a more objective and collective view of talent. Global shifts in behaviors, expectations, and markets are impacting how people finance, spend, invest, and savecausing many financial services firms to rethink their strategies. Four global mega-trends are creating a business context that is far less homogenous and much more diverse than has historically been the case. But more than just changing systems and structures, organizations are increasingly focusing on cultivating more customer-centric mindsets and capabilities. In the 1980s, for example, McKinsey changed its recruiting practices to promote divergent thinking and meet a demand for consultants. . Changes in population age profiles, education, and migration flows, along with expectations of equality of opportunity and work/life balance, are all deeply impacting employee populations. Say those numbers slightly differently2020, 2025, or 2030and your imagination takes you somewhere else entirely. We are proud to assist our clients along their DEI journeys as well as share our insights and perspectives on advancing DEI in the marketplace. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the "Deloitte" name in the United States and their respective affiliates. A new paper developed in collaboration between Deloitte and the Taproot FoundationPro Bono + Inclusive Leadership explores how Deloitte leverages pro bono service to develop a workforce of inclusive leaders, illustrating the exciting opportunity for Learning & Development (L&D), Corporate Social Responsibility (CSR), and Diversity, Equity, & Inclusion (DEI) professionals to work together to help drive meaningful employee development and engagement. The six signature traits of an inclusive leader have important implications for how organizations select and develop leaders. Tension exists between local adaptation and international scale. I think a more inclusive leader is someone who knows when to adapt and doesnt necessarily need to change who they are fundamentally., Many of the capabilities discussed above are encapsulated in the model known as cultural intelligence (CQ), which comprises four elements:41, Research has demonstrated the positive relationship between CQ and a range of important business outcomes, including expatriate job performance, intercultural negotiation effectiveness, and team process effectiveness in multicultural teams.42. Written by: They have a sidekick, if lucky, but rarely are the leader and the sidekick equals, and they almost never operate as a team. Inclusive leaders build rapport and trust and recognize different learning and thinking styles. Therefore it is shallow and not sustainable., More than just talking, when leaders prioritize time, energy, and resources to address inclusion, it signals that a verbal commitment is a true priority. I really make an effort to try to learn something new from the people I talk to. In addition to formal processes, inclusive leaders also consider whether the broader organizational culture and infrastructure, including workplace design and technology, promote social connections across the organization. And I think in those two efforts . See Terms of Use for more information. Collectively, these six traits represent a powerful capability highly adapted to diversity. However, we have amplified and built on these known attributes to define a powerful new capability uniquely adapted to a diverse environment. Indeed, in a 2015 survey of 362 executives, just 10 percent believed that they have the full suite of capabilities needed to win offshore.8, So what does this mean for those with global ambitions? Inclusive leaders understand that, for collaboration to be successful, individuals must first be willing to share their diverse perspectives. The 360 Inclusive Leadership Compass addresses these challenges. Deloitte's Human Capital team was recognised for identifying inclusive leadership as a new capability in effective leadership and for developing and building an inclusive leadership assessment (ILA) tool - both of which were recognised as disruptive thinking in organisational leadership. Integrate inclusive leadership into the organizations global mobility strategy in order to help assess participant readiness and to develop current and future leaders. Deloitte Insights 9 minute read Dive deep into the topics reshaping business and society Resilience Resilient leaders can quickly connect today's resourcesindividuals, organizations, institutions, and societyto meet tomorrow's challenges. Instead of continuing to recruit from a narrow pool of MBAs from the top business schools, McKinseys Advanced Professional Degree (APD) program sought out talent from industry and a broader base of universities.27 Where courage came in was the preparedness to challenge the status quo and then to address the initial bias toward MBAs as partner-elects. Customers have always been able to vote with their feet. Smart and strong, they carry the weight of the world on their shoulders. Whats the one attribute CEOs need to succeed in the future? Yes, the context will changeit is changing alreadyand this will demand adaptation by those playing a leading role. Inclusive leaders have the courage to speak out about themselves and to reveal, in a very personal way, their own limitations. See how we connect, collaborate, and drive impact across various locations. This enables us to confidently discuss career planning, mobility, and the benefit of getting different critical experiences across diverse business segments.34. These six traits and fifteen elements are not a meaningless or aspirational laundry list. 2. We conclude with some suggested strategies to help organizations cultivate inclusive capabilities across their leadership population. At a deeper level, inclusive leaders thirst for learning means that they are also motivated to deepen their cultural understanding and to learn from the experience of working in an unfamiliar environment. Initiate and lead discussion on recommendations to findings from audit with leadership. I would place my bet on curiosity, responded Michael Dell, chairman and chief executive officer of Dell Inc., in a 2015 interview. Manage diverse teams within an inclusive team culture where people are recognized for their contribution; The team. Learn more about our inclusive culture. Fourth, diversity of talent: Shifts in age profiles, education, and migration flows, along with expectations of equality of opportunity and work/life balance, are all impacting employee populations. With their growing middle class, these new markets represent the single biggest growth opportunity in the portfolio of many companies around the world. Achieve 25% women in management by 2017 to support SAP's ability to innovate and achieve exceptional results. Apply established tools, frameworks and methodologies to support the business decision-making process . As we discuss an issue, I will often go to people who are likely processing things differently, and purposely ask for their opinion, knowing it will come from a different place than my own., For inclusive leaders, asking curious questions and actively listening are core skills that are key to deepening their understanding of perspectives from diverse individuals. 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