The inclusive leadership parallels between overseas and domestic assignments

Welcome to the first edition of the Inclusive Leadership Practices blog! The purpose of this blog is to provide perspectives, tips, tools, and resources that inspire you to embrace and implement inclusive leadership practices in your community or workplace.

Let’s start with a brief thought experiment. Imagine your organization has the opportunity to grow its revenue by opening an office in Tokyo, Japan. Your leadership team has been in promising discussions with a potential Japanese partner company that aligns with your goals. Now, you need to assign someone from your team who has leadership, technical skills and expertise to introduce your product to the Japanese market. Would you consider this person’s cultural agility when deciding if they’re the right fit for the role?

If your company is like most that have expanded internationally, your answer is likely a resounding "yes!" The ability to learn, adapt, and demonstrate cultural humility in an international business environment is widely recognized as key to the success of overseas assignments.

Now, let’s shift focus. Over the past 30 years, the demographics of the U.S. workforce have changed significantly. Today, nearly 42% of workers identify as non-white, and women make up 47% of the workforce. [1] Additionally, 7.1% of U.S. adults now identify as LGBTQ+, and Millennials and Generation Z are quickly becoming the dominant generations in the workforce. [2][3]

This evolving workforce brings diverse perspectives, which can be a powerful asset for organizations. Studies show that inclusive teams make better business decisions 87% of the time and are more innovative. [4] In fact, companies with diverse leadership teams are 25% more likely to experience above-average profitability. [5] However, without inclusive leadership, organizations risk failing to engage and retain talent. Employees are increasingly expecting inclusive practices, with 76% of job seekers considering workplace diversity an important factor when evaluating job offers. [6]

Leading in this environment requires many of the same skills needed to navigate cultural differences abroad. Yet, we often overlook the importance of inclusive leadership when building high-performing and innovative teams in our home country. Many leaders assume that because they are familiar with their native culture, they understand all the nuances of a diverse workforce. As Stephen Covey famously said, “We think we see the world the way it is, when in fact, we see the world the way we are.”

Inclusive leadership is not just essential for an expatriate working overseas—it’s becoming increasingly crucial for leaders in diverse, dynamic workplaces in their home countries. As our workforces become more diverse across many dimensions of identity, failing to apply inclusive leadership practices can hinder both career and organizational growth.

I have decades of experience leading diverse teams across various sectors—corporate, nonprofit, higher education, and government. Throughout my career, I’ve helped leaders create inclusive, welcoming environments and tackle complex equity challenges. I’m excited to share what I’ve learned and engage in discussions with other leaders who are rethinking what it means to truly be an inclusive leader.

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Annotations for Statistics:

1. “Nearly 42% of workers identify as non-white, and women make up 47% of the workforce.”

- Source: U.S. Bureau of Labor Statistics (BLS) data from 2020 shows that non-white workers account for 42% of the U.S. workforce, reflecting growing racial and ethnic diversity. Women represent 47% of the workforce. This highlights the increasing need for diversity-focused leadership.

2. “7.1% of U.S. adults now identify as LGBTQ+.”

- Source: A Gallup survey conducted in 2022 found that 7.1% of U.S. adults identify as LGBTQ+, a notable increase from 3.5% in 2012. This trend points to the growing expectation for workplaces to be inclusive of diverse gender identities and sexual orientations.

3. “Millennials and Generation Z are quickly becoming the dominant generations in the workforce.”

- Source: By 2025, Millennials will make up 75% of the global workforce, while Generation Z is already entering the workforce in large numbers. This generational shift brings new expectations around inclusion and equity in the workplace.

4. “Inclusive teams make better business decisions 87% of the time.”

- Source: A study by Cloverpop found that inclusive teams make better business decisions 87% of the time compared to non-diverse teams. This highlights the tangible business benefits of fostering diverse perspectives.

5. “Companies with diverse leadership teams are 25% more likely to experience above-average profitability.”

- Source: McKinsey & Company’s report showed that companies with more diverse leadership teams are 25% more likely to experience above-average profitability. Diversity at the leadership level drives improved creativity and business performance.

6. “76% of job seekers consider workplace diversity an important factor when evaluating job offers.”

- Source: A Glassdoor survey revealed that 76% of job seekers factor in workplace diversity when considering job opportunities. This statistic underscores the importance of diversity for attracting and retaining top talent, particularly among younger generations.

To learn more, contact us at connect@cultureshiftteam.com