This article is taken from a presentation Jacqueline Porter gave at the Product-Led Festival. Get the full talk on-demand here.

My name is Jacqueline Porter, I’m the Director of Product Management at GitLab. I learned while working at GitLab, a fully remote organization with over 1700 local employees, that one way to accomplish innovation is to create a safe haven for it.

This is done in all sorts of ways but one of them is by bringing together all different kinds of perspectives, backgrounds, and contexts into a collaborative environment. Innovation is driven by differences and realized by inclusive teams.

Here’s our main talking points:

Let’s go ahead and dive in 👇

The data-backed impact of inclusion 📊

A recent Harvard Business Review article surveyed more than 4100 employees about their leadership style and inclusion. From this research 17 discrete sets of behaviors were identified in those leaders and they were grouped into six different categories or traits.

A 360-degree assessment tool for use by the employees was then developed and the instrument has been leveraged by over 303,500 raters to evaluate over 450 leaders.

The results of this assessment are particularly interesting and suggest that inclusive leaders have tangible and significant business impacts.

  • First, in comparison to the respondents that do not have inclusive leaders, employees with Inclusive leaders are 17% more likely to report their teams and organizations are high performing.
  • Of the survey raters with inclusive leaders, they’re 20% more likely to say their leaders and organizations also make high-quality decisions.
  • Finally, in terms of culture-building with employees, those raters who said they had inclusive leaders are 29% more likely to report behaving collaboratively.

What is inclusion? 🤔