Inclusive Leadership and SDG 10: Reducing Inequality in Organizational Culture study on equity-driven leadership models in diverse workplaces

Abstract

Inclusive leadership is the main solution to the challenge of organizational transformation as highlighted in Sustainable Development Goal (SDG) 10 set by the United Nations in order to achieve the reduction of inequalities within and among societies. This paper views the contribution of equity-oriented leadership frameworks to inclusive organizational cultures in a variety of workplaces. The study uses a mixed method that includes surveying (n=250) and interviewing (n=30) leaders and workers in multinational companies using a semi-structured format to determine some of the best leadership practices that can deal with structural inequity in a positive way. What has been found out is that workplace inclusion and a decrease in perceived disparity are especially achieved through transparent decision-making, fair resource division, and culturally competent communication. Besides, companies that employ formal diversity, equity, and inclusion (DEI) models had 22 percent greater employee engagement rates than others that lacked such structure. Nevertheless, there is still the problem of unconscious bias, the unwillingness and resistance to changes, and a lack of leadership accountability. The study has been of practical implication in leadership training, creation of organizational policy, as well as mechanisms of performance assessment. Among the limitations is the fact that this study concentrates on large companies in the urban setting, and such findings may not be applicable to small businesses or rural work environments. The underlying knowledge gap that needs to be filled by future research is the exploration of longitudinal effects of inclusive leadership practices and their effectiveness in emerging economies and their adaptability..