The ILBS is designed to measure key attributes leading to three overarching impact outcomes that, based on research, are fundamental to inclusive leadership. The findings from our research depicts the ideal Inclusive Leader as being Empowering, Engaged, and Ethical. Each of these impacts are then broken down into twelve more attributes of inclusive leadership.

Inclusion  is a word at the forefront of most of our minds: inclusive behaviours, inclusive workplaces, inclusive leaders. There is a breadth of research out there detailing traits to enhance your inclusive leadership style. At Delta, we sought to narrow down which traits we saw highlighted most often. After conducting our own literature review, we narrowed this down and created a framework based on existing research and used this to inform the creation of our own psychometric test. This test assesses where individuals lay on this spectrum, and then provides them with guidance through a report on where they were thriving, and where they could develop further.

We wanted to first focus on assessing inclusive behaviours at the leadership level, as those within management positions have a heightened ability to impact workplace culture in certain ways. From our market research we noticed there was a scarcity of tools available to carry this work out, so we made our own. We took it a step further by also providing those who complete the self-assessment with a detailed report on their answers, highlighting strengths, and areas for development, alongside actionable steps you can take to address these areas.

This will allow organisations to review and assess their inclusion efforts, by looking at a new dimension: how their leaders behave, therefore allowing them to add this into their consideration when looking at their DEI commitments.

Who is the ILBS for?

The ILBS is best utilised when combined with a one-on-one debrief session with a Delta consultant, who can help the ILBS user unpack the insights gained from their ILBS report. The user will also benefit from practical tips and advice that can be actioned in multiple workplace scenarios when managing their people.

However, should a coaching session not be possible, the ILBS report still serves as a valuable tool for self-reflection and study, containing rich analysis of the user’s leadership traits and style.

The aim of this report is to provide insight into where you lie on the scale of inclusive leadership, by providing honest answers to this self-assessment participants get an idea of where they are already displaying the traits of an inclusive leader, and where they may be able to improve.

What can I expect to take away from completing the ILBS?

The ILBS offers many benefits to both the individual and their organisation:

On an individual level:

• You will gain a better personal understanding of where you are already embodying the behaviours of an inclusive leader, alongside detailed explanations of how these behaviours positively impact the people you work with. Empowering you to recognise ways you are already creating more accepting environments that you may be unaware of.
• You will also gain an understanding of areas for potential development, alongside tangible ways to improve upon this with actionable next steps provided in your personalised report, and an invitation to discuss your report in further detail with one of our consultants to see how to best apply your results to your personal context.

On an organisational level:

• You will be able to see where your inclusion efforts can be improved, by identifying trends in the areas for development of those in leadership positions, this will allow you to see what requires more focus in your organisations DEI efforts.
• In future, if looking to create or fill leadership positions, you will have a stronger understanding of the type of behaviours you would be looking for the ideal candidate to embody. By having the specifics you are more likely to find people who align with your organisation’s inclusion goals.

The scale is evidence-based, backed by research done in-house at Delta. Thus, any actionable steps will help to bring you in-line with what research has stated are the most effective ways to become an inclusive leader.

This scale makes inclusion an accessible practice: empowering leaders see how their everyday behaviours impact and improve their workplaces, and how small changes can help them align their daily actions with factors fundamental to inclusive leadership.

Delta’s Inclusive Leadership Behaviours Scale is now available.

For more information and to speak to the Delta team, please click here.