
What it takes: To Be an Inclusive Leader
Whether you are leading a team or just starting your career, understanding how to foster inclusion is becoming an essential skill. Inclusive leadership supports better collaboration, encourages innovation, and creates workplaces where everyone can thrive.
So, what does it take to lead inclusively? We asked UCD alumni experts what it takes to be an inclusive leader, hearing from (opens in a new window)Patricia Munatsi, Human Rights Lawyer and Member of the Government Expert Advisory Committee on Racial Equality and Racism, (opens in a new window)Sam Blackansee, Equality Officer at NUI Maynooth, and (opens in a new window)Dr. Lucy Michael, IHREC Commissioner and DEI Specialist at the time of this webinar. In the session, they explored practical ways to build more inclusive cultures, offering useful advice for leaders at every level.
Start with everyday actions
Inclusion is not just about policies or statements. It begins with everyday actions that create a sense of belonging for everyone in the workplace. That might mean ensuring transparency in hiring and pay, actively encouraging diverse voices, or simply noticing who is not in the room.
Inclusive leaders do not wait for problems to arise. They take steps to build trust, address barriers, and create spaces where all employees feel seen and valued. As Patricia Munatsi said, inclusion means going beyond surface-level efforts. It is about fostering real, structural change.
From using project management software to analysing data to creating content, digital tools are central to everyday work across all sectors.
Developing your digital skills is less about mastering complex systems and more about understanding how to use information effectively. The ability to ask the right questions, interpret data, and engage with new tools will set you apart. With an open mindset, digital fluency is something anyone can build over time.
Lead Inclusively at Every Step
You do not need to manage a team to practice inclusive leadership. Speaking up, supporting colleagues, modelling inclusive behaviours and holding space for learning are all ways to lead with impact from any position in an organisation.
One key takeaway from the session was that leaders must be willing to stay in the conversation, even when it is uncomfortable. Sam Blakansee reminded us:
"If you can choose not to talk about racism or transphobia, you are in a position of privilege. Inclusive leaders choose to stay in the conversation."
Building cultures of accountability
Inclusive leadership also means building a culture of accountability. Rather than relying only on formal complaint systems, forward-thinking organisations encourage open dialogue and address issues before harm occurs.
Leaders can foster this by inviting feedback, being open about their own learning, and embedding inclusion into everyday decisions. Tracking progress and measuring outcomes, not just intentions, is key to making sure real change happens over time.
Everyone can make a difference
No matter where you are in your career, you can contribute to building a more inclusive workplace. Small actions, like asking thoughtful questions, amplifying underrepresented voices, or challenging bias when you see it, can have a big impact.
Inclusive leadership is not a final goal. It is an ongoing practice that benefits everyone in the workplace. By staying engaged, learning continuously, and leading with empathy, you can help shape a more inclusive and positive future of work.
These insights were taken from one of the UCD Alumni Employability Series, What it Takes to Be an Inclusive Leader. You can also watch the full webinar with all of (opens in a new window)Patricia Munatsi, (opens in a new window)Sam Blackansee,and (opens in a new window)Dr. Lucy Michael’s eye-opening advice(opens in a new window) here.
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