Navigating change: exploring leadership characteristics for implementing inclusive work practices in organisations with familial leadership ties

Purpose The purpose of this study is to explore the interrelationship among leadership characteristics that influence the implementation of inclusive work practices in family-run organisations and assess their relative importance in the overall phenomenon. Design/methodology/approach Literature review and expert interviews were conducted to identify the leadership characteristics that influence inclusive work culture in family-run organisations. Total interpretative structural modelling was used as the methodology to investigate the interrelationship among them. Findings Results suggest that a leader’s intrinsic motivation and the quality of intrinsically motivating others to adopt inclusive work practices within the organisation serve as the driving force for developing and reinforcing an inclusive work culture. Retention of employees with non-familial ties, diversity in the workforce and equitable policy act as dependent parameters that are influenced by other parameters. Vision for an inclusive culture, objectively communicating the inclusive practices within the organisation, consistent adherence and adaptability, transparent succession planning and cultural change act as linkage factors that manoeuvre the implementation of inclusive work practices. Research limitations/implications While this study identifies and conceptually analyses the relationship among leadership characteristics that support inclusivity in family-led organisations, empirical validation using structural equation modelling awaits further exploration. Further research could also examine the cause and effect of each relationship identified in the study, providing insights into the development of inclusive work environments in organisations with familial ties. Practical implications By examining the development of inclusive work cultures inside family-owned enterprises and the impact of leadership traits on the adoption of inclusive practices, this study provides valuable insights for leadership development initiatives and the formulation of policies about diversity, equity and inclusion and offers recommendations for succession planning and fair HR regulations in family-owned enterprises. The findings serve as an impetus for the advancement of workplace diversity and intergenerational business transition in familial businesses. Originality/value The extant literature has investigated the inclusion practices that affect an organisation’s performance and accentuated the function of senior leadership in promoting inclusive work settings. However, studies exploring the relative importance of leadership traits that influence inclusive work culture in family-owned organisations are scarce. This study bridges the gap by addressing the interrelationship among the leadership characteristics that influence the implementation of inclusive work practices and assessing their relative importance in the overall phenomenon.