📊 Your Inclusive Leadership Dashboard
Complete your self-assessment to see your progress
Click any behavior to learn more about Low, Average, and High ability levels.
Connecting authentically with people DIFFERENT from you. Essential for white leaders.
Connecting authentically with people SIMILAR to you in marginalized identity. Essential for BIPOC leaders.
When BIPOC modify behavior to match white managers. WARNING: Indicates non-inclusive environment.
🎯 The 10 HBR Inclusive Leadership Behaviors
Based on research by Dr. Salwa Rahim-Dillard involving 100+ mid and senior-level BIPOC employees across multiple industries.
📅 Your 12-Week Implementation Plan
Each week focuses on a specific HBR behavior with daily practices, meeting agendas, and bridging actions.
📝 Inclusive Leadership Self-Assessment
Rate yourself 1-5 on each behavior. Be honest - this is for your own development.
| # | Behavior | Low (1-2) | Average (3) | High (4-5) | Score |
|---|---|---|---|---|---|
| TOTAL SCORE: | 0 | ||||
Significant development needed; behaviors likely causing harm to BIPOC employees.
Some positive impact but inconsistent; room for growth.
Positive impact; continue growing. DEI work is never-ending.
🌉 Bridging & Bonding: Key Concepts
Who needs it: White leaders interacting across demographic differences
Key finding: More than 89% of white leaders in the HBR study severely lacked bridging ability.
Practice activities:
- Attend ERG events as participant, not leader
- Seek mentors/mentees from different backgrounds
- Learn about cultural practices, holidays, experiences
- Ask genuine questions and listen deeply
Who needs it: BIPOC leaders connecting with other BIPOC employees
Practice activities:
- Mentor BIPOC employees authentically
- Participate in ERGs as genuine member
- Create safe spaces for shared experiences
- Advocate for BIPOC advancement
WARNING: This indicates a non-inclusive environment. If BIPOC employees are mirroring, your leadership is failing.
Difference from code-switching: Code-switching is brief vernacular adjustment. Mirroring is pervasive strategy requiring abandonment of core values and authentic self.
Signs of mirroring:
- BIPOC employees changing appearance, speech, or values
- BIPOC avoiding cultural expression at work
- BIPOC not speaking up despite having strong opinions
- Homogeneous team behavior despite diverse backgrounds
📆 Annual Inclusion Calendar
Monthly themes and focus areas to maintain inclusive leadership practices year-round.
❓ Knowledge Check: HBR Inclusive Leadership
Test your understanding of the 10 behaviors, bridging, bonding, and key concepts from the HBR research.
🏆 Lifetime Commitment Journey
The HBR research is clear: DEI work is never-ending. Here's your perpetual commitment framework.
Focus: Building Awareness & Initial Skill Development
- Complete self-assessment and identify 2-3 priority behaviors
- Practice bridging/bonding daily
- Seek feedback from diverse colleagues
- Target: Measurable improvement in all 10 behaviors
Focus: Refining Practice & Expanding Impact
- Mentor and sponsor emerging diverse talent
- Lead inclusion initiatives in your area
- Address systemic barriers you observe
- Target: Become a known inclusion champion
Focus: Systemic Impact & Legacy Building
- Influence organizational policies and practices
- Develop other inclusive leaders
- Create lasting structural changes
- Target: Transform culture; measurable organizational impact
"I commit to the never-ending work of inclusive leadership. I will reflect on my behaviors, augment my strengths, narrow opportunity gaps, and create environments where ALL team members can be their authentic selves."
— Members First | G$D | True North