Many managers realize they may have this gap in knowledge. 23% of those who said they wanted to be more equitable and inclusive shared they have not had training on how to do so. One in four of those managers say they don’t know what inclusive behaviours even look like.

Promoting inclusive behaviours can have a substantial impact on the employee experience and business outcomes. Employees who have inclusive leaders are 10 times more likely to feel a sense of belonging at work. Those who feel like they belong are more likely to want to stay at the organization, give their best effort and feel inspired by the work they do. And, leaders who feel included are more likely to want to be inclusive themselves.

So what behaviours should we strive for?

Everyday behaviour change is perhaps the most difficult part of creating a diverse, equitable and inclusive workplace. Organizations can support these behaviours by identifying and recognizing them. Managers can further benefit from nudges to change their daily behaviour.

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It is exciting to see leaders enthusiastic about becoming more equitable and inclusive, but it will not happen on its own. They need support, education, reinforcement and most of all, practice.

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