Leaders of All Ages Can Make a Lasting Impact with Inclusive Leadership

It's Never Too Late to Become an Inclusive Leader In a groundbreaking article published on Forbes, Simone E. Morris, a renowned expert on inclusive leadership, emphasized that it's never too late for leaders to adopt an inclusive style of leadership. According to Morris, even those who have not prioritized inclusion in the past can update their leadership toolkit with proactive strategies. Morris' article highlighted three key strategies for leaders to leverage as they begin or navigate their inclusive leadership journey. The first strategy is to be accountable for one's own inclusive leadership progress. "Leaders must hold themselves accountable for whether or not they lead inclusively," Morris stressed. This involves acknowledging areas where improvement is needed and creating a plan to implement inclusion into their leadership style. Morris' emphasis on personal accountability resonated with many leaders who have received feedback about their non-inclusive behaviors, such as lack of empathy, curiosity, listening skills, and self-awareness. By taking ownership of their progress, these leaders can begin to course-correct and create a more inclusive work environment. In an interview, Morris explained that inclusive leadership is not just a moral imperative but also a business necessity. "When leaders prioritize inclusion, they create a culture where everyone feels valued and empowered to contribute," she said. "This leads to increased productivity, innovation, and retention." Morris' article comes at a critical time when many organizations are grappling with issues of diversity, equity, and inclusion. According to a recent survey, only 22% of employees feel that their organization is inclusive, highlighting the need for leaders to take action. To further support Morris' message, experts point out that inclusive leadership is not just about individual effort but also about creating an organizational culture that values diversity and promotes equity. "Inclusive leadership requires a systemic approach," said Dr. Laura Morgan Roberts, a leading expert on women's leadership. "It involves creating policies, practices, and procedures that promote inclusion and address the needs of underrepresented groups." As organizations continue to navigate the complexities of inclusive leadership, Morris' article serves as a timely reminder that it's never too late to make a change. By prioritizing inclusion and taking proactive steps to create a more equitable work environment, leaders can unlock the full potential of their teams and drive business success. Background: Inclusive leadership has become a critical issue in recent years, with many organizations recognizing the need for diverse perspectives and inclusive cultures. According to a report by McKinsey, companies with diverse workforces are 35% more likely to outperform those without. Additional Perspectives: "Inclusive leadership is not just about being nice; it's about creating a culture where everyone feels valued and empowered to contribute," said Dr. Morgan Roberts. "Leaders must be willing to listen, learn, and adapt to create an inclusive work environment," added Morris. Current Status and Next Developments: As organizations continue to grapple with issues of diversity, equity, and inclusion, leaders are being encouraged to prioritize inclusive leadership and take proactive steps to create a more equitable work environment. With Morris' article serving as a timely reminder that it's never too late to make a change, leaders can unlock the full potential of their teams and drive business success. Sources: Simone E. Morris, "It's Never Too Late To Become An Inclusive Leader," Forbes, September 20, 2025. McKinsey Report, "Diversity Matters." Dr. Laura Morgan Roberts, expert on women's leadership. *Reporting by Forbes.*