This article is written by Antonio Carvalho, Secretary of Disruptive Strategies, Science, Technology and Innovation at Maceio's City Hall and President of the National Forum for Innovation Secretaries of Brazilian Cities.

  • The problem: Improving inclusive leadership is tough.
  • Why it matters: Teams are each day more diverse, which demands that the leader is prepared to use this diversity to boost results.
  • The solution: Active listening and context understanding is vital.

As a young leader who has been in C-level positions since the age of 24, I have faced unique and challenging circumstances. I have had to overcome age-related obstacles and perceptions to prove that young people can effectively lead teams and promote inclusivity.

One of the ways I have done this is by investing in my personal development through training and executive courses on leadership. By staying current with the latest best practices and trends in my field, I can balance any doubts that may be put on my abilities due to my age.

Take the time to learn about the experiences and perspectives of different groups of people, including those from diverse racial, ethnic, gender, sexual orientation and cultural backgrounds.

In addition to investing in my own development, I prioritise creating diverse teams that value the participation and opinions of those not occupying managing positions. I believe that diversity drives innovation and problem-solving, and I have seen first-hand the benefits of having a variety of perspectives and experiences in the workplace. By creating an inclusive environment, I ensure that everyone on my team feels valued and empowered. Furthermore, I take a personalised approach to team-building by understanding each team member's abilities and vocation and assigning tasks accordingly. This not only leads to greater job satisfaction for each team member but also maximises productivity and efficiency.

Becoming an inclusive leader

To be an inclusive leader, it is important to take a few critical steps. Firstly, take the time to learn about the experiences and perspectives of different groups of people, including those from diverse racial, ethnic, gender, sexual orientation and cultural backgrounds. This can help you to understand their unique challenges, needs and posture, and become more inclusive in your leadership approach. Secondly, practise active listening by paying attention to what others are saying through both words and nonverbal cues. Be sure to avoid reading them with your preconceived views.

Thirdly, foster a culture that values and supports diversity and inclusivity by creating policies and actions that promote equity and diversity. Additionally, encourage input from diverse voices in decision-making processes to ensure a comprehensive approach to problem-solving. Fourthly, use your position of influence to advocate for the needs of underrepresented groups and amplify their voices. Mentor and sponsor individuals from underrepresented groups to help them advance in their careers and gain access to opportunities. Finally, stay informed about the latest trends and best practices in diversity, equity and inclusion by attending workshops, conferences and other learning opportunities.

Overall, as a young leader in high positions, I have found that building an inclusive leadership approach requires a combination of personal development, team building, and cultural awareness. By taking these steps, I have been able to overcome any perceived limitations and lead my team to success.

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