Inclusive leadership is a multi-level process, impacting individuals, teams, and entire organizations. In a previous blog post, we explored two significant studies by Nishii and Leroy (2022) and Korkmaz et al. (2022), which highlighted the importance of inclusive leadership behaviors and processes across these levels.
Building on that foundation, this post examines how the ACES, ALLIES, and BELONG frameworks align with these levels and offer actionable steps for leaders. To make inclusion actionable and measurable at every level, frameworks like ACES, ALLIES, and BELONG provide practical tools for leaders. Each framework naturally aligns with a specific level of leadership influence, addressing unique needs and challenges.
Individual level: the BELONG framework
The BELONG framework focuses on the leader’s traits and actions to create an inclusive environment for individuals. At this level, the goal is to ensure that every employee feels seen, heard, and valued. BELONG aligns perfectly here:
Brave space (B): Leaders create spaces where individuals feel psychologically safe to express their ideas, concerns, and challenges.
Equity (E): Ensures fairness in opportunities and decisions that affect individuals.
Listening (L): Encourages leaders to actively listen to employees, showing genuine interest and empathy.
Our = Inclusive Language (O): Promotes mindful language use to foster respect and trust.
Noticing (N): Highlights the importance of observing and addressing subtle exclusions or biases that may affect individuals.
Good at repair (G): Advocates for addressing mistakes and rebuilding trust when errors occur.
By applying the BELONG framework, leaders can build trust-based relationships and foster authenticity and empowerment at the individual level.
Team level: the ACES framework
The ACES framework is designed to create cohesive and inclusive team environments. It addresses how leaders interact with groups, ensuring that every team member feels a sense of belonging and connection. Here’s how ACES fits:
Authenticity (A): Encourages team members to bring their full selves to work, fostering trust and transparency within the group.
Care (C): Promotes empathy and emotional support in team interactions, helping to build strong relationships.
Empowerment (E): Facilitates collaborative decision-making, ensuring all team members can contribute meaningfully.
Support (S): Ensures that resources, opportunities, and recognition are distributed equitably within the team.
By implementing ACES, leaders can create teams that thrive on collaboration, mutual respect, and shared purpose.
Organizational level: the ALLIES framework
The ALLIES framework addresses inclusion at the systemic level, ensuring that organizational practices, policies, and culture reflect inclusive values. It’s particularly suited for driving large-scale, sustainable change. Here’s how ALLIES fits:
Accessibility (A): Removes barriers across systems, ensuring that opportunities and resources are accessible to all employees.
Language (L): Embeds inclusive communication practices into organizational policies, ensuring language reflects equity and respect.
Live sessions (L): Encourages inclusive behaviors in organizational interactions, such as meetings, training, and town halls.
Imagery (I): Promotes the use of diverse and representative visuals in organizational branding and communication.
Engagement (E): Focuses on involving diverse groups in decision-making and ensuring their voices are amplified.
Stories (S): Embeds inclusion into the organization’s narrative by sharing diverse perspectives and experiences.
ALLIES provides a blueprint for systemic inclusion, embedding diversity, equity, and belonging into the organization’s DNA.
Integrating the frameworks
Together, ACES, ALLIES, and BELONG create a comprehensive roadmap for inclusive leadership:
BELONG at the individual level: Ensures psychological safety, trust, and fairness for each employee.
ACES at the team level: Builds inclusive, collaborative teams that value authenticity and mutual support.
ALLIES at the organizational level: Drives systemic changes to ensure inclusion is embedded into culture, policies, and practices.
Each framework complements the others, providing actionable steps for leaders to create a truly inclusive workplace from the ground up.
In other words
Building on insights from the studies by Nishii, Leroy, and Korkmaz, et. al., this post illustrates how ACES, ALLIES, and BELONG complement theoretical and practical perspectives on inclusive leadership. By addressing the individual, team, and organizational levels, these frameworks translate academic insights into actionable strategies for fostering inclusion.
Inclusive leadership requires action at every level of an organization. By aligning BELONG, ACES, and ALLIES with the individual, team, and organizational levels, leaders gain practical tools to foster diversity, equity, and belonging. These frameworks ensure that inclusion is not just a value but a measurable practice—one that empowers individuals, strengthens teams, and transforms organizations into spaces where everyone can thrive. Whether you’re building trust with employees, creating cohesive teams, or driving systemic change, these frameworks guide the way to lasting inclusion.
References
- Korkmaz, A. V., van Engen, M. L., Knappert, L., & Schalk, R. (2022). About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research. Human Resource Management Review, 32(2), 100894. https://doi.org/10.1016/j.hrmr.2022.100894
- Nishii, L., & Leroy, H. (2022). A Multi-Level Framework of Inclusive Leadership in Organizations. Group & Organization Management, 47(1), 24-54. https://doi.org/10.1177/10596011221111505
