It’s International Leadership Week 2025 and we’re thinking about everything that effective leadership can do to drive positive change and make an organisation a great place to work.
If people don’t feel safe to be their authentic selves, speak their mind or take risks, inclusion fails to become a lived experience. That’s why inclusive leadership isn’t just about valuing diversity or responding to certain behaviours when they’re spotted, it’s about proactively creating the environment where everyone feels heard, respected and valued.
At the heart of this complex goal? Psychological safety.
What is psychological safety?
The belief that you won’t be punished, humiliated or shown up for sharing ideas, asking questions, raising concerns, or making mistakes. People with this confidence are more likely to engage, share insights, and offer up bold ideas – all vital ingredients in a high-performing team or innovative organisation.
So, how do inclusive leaders cultivate it?
Set clear expectations for behaviour
There is a very delicate balance between a psychologically safe space where people are unafraid to speak up, and a psychologically unsafe space where people think they can say whatever they want. It’s perhaps the most challenging responsibility of an inclusive leader to monitor this balance and adjust their management accordingly.
There must be clearly established ground rules and then consistency – the latter is particularly important in the tone of communication – i.e. however formal or informal emails and meetings are. Inclusive leaders want people to speak up and challenge the status quo, but they must be quick to address occasions when this tips over into microaggression, bullying, dismissiveness or other forms of exclusion.
Assess and intercept their own bias
Inclusive leaders seek to eliminate the impact of unconscious bias everywhere, but appreciate that nowhere is this more important than in themselves and their own behaviours. Rather than assuming they’re immune, they make a habit of pausing, reflecting and questioning their own patterns. Are they always assigning stretch projects to the same few people? Do they tend to call on certain individuals first in meetings?
By actively noticing these trends, inclusive leaders can interrupt them. They broaden their awareness, seek diverse input and make intentional choices that promote fairness and balance. This self-awareness signals to the team that inclusion is a lived value, not just a talking point.
Make inclusion a daily habit
Psychological safety is built in the day-to-day, rather than in grand statements or displays. Inclusive leaders check in regularly with their team and pay attention to who they’re hearing from and who they’re not. They don’t leave inclusion to chance; they actively create space for different voices, encourage participation from all team members and ensure that everyone has the opportunity to contribute. These small, deliberate acts help inclusion become part of team culture and everyday dynamic.
Model vulnerability and admit mistakes
Inclusive leaders don’t pretend to have all the answers and that’s exactly what makes them effective. By showing vulnerability, they create a safe space for others to do the same. Whether it’s admitting a mistake, asking for input, or acknowledging a gap in their own knowledge, they demonstrate that it’s okay to be imperfect at work. This honesty builds trust and encourages team members to speak up, share ideas, and take risks without fear of criticism or judgment.
Respond constructively to feedback
Inclusive leaders invite feedback and handle it with care. They model the idea that it is a learning opportunity. Whether it’s praise, a suggestion, or a challenge, they listen actively and respond thoughtfully. Instead of becoming defensive or dismissive, they ask clarifying questions, thank team members for their input and take it seriously, even if it’s uncomfortable. This demonstrates that all voices matter.
Champion equity and fairness
Nothing undermines psychological safety faster than a sense of unfairness. Inclusive leaders work hard to ensure opportunities, recognition, and decision-making are transparent and equitable. When people feel they’re treated fairly, they’re far more likely to engage, take risks, and trust the leadership.
Psychological safety won’t happen overnight, but it’s never too late for managers and leaders to start building it up. Inclusive leaders know that when people feel safe, they show up fully, collaborate better, and deliver their best work. By leading with empathy, fairness, and intentional inclusion, leaders strengthen their staff and everyone around them.
Eliesha delivers impactful leadership development which factors in the knowledge, skills and behaviours of an inclusive leader. We can also provide a standalone workshop for targeted learning, either face-to-face or in our engaging virtual learning environment.
To find out more about these popular solutions or any of our other learning services,
get in touch with our friendly and experienced team now:
