Robert Patrick Conversely, looking at the concept of traditional leadership style, it is centered on hierarchical structures. In other words, it is from the top to the bottom in terms of making decisions. However, it is also obvious that this type of leadership model concentrates on authority and control, which play a crucial role in terms of influencing the participation of minorities in organizations. On the contrary, traditional leadership styles frequently prioritize conformity in order to set up norms and practices that can inadvertently marginalize, stereotype, and prejudice minority voices and opinions within the institution. In addition, the issue of traditional leadership style might not actively seek out different opinions or input from minority groups, which can result in a lack of inclusivity in terms of making decisions.

In traditional leadership models, leadership positions are often dominated by individuals from the majority group, leading to limited representation of minorities in positions of power and influence. This lack of diversity at the top can create barriers for minorities to see themselves as valued contributors and hinder their engagement and sense of belonging within the organization.

Its very simple, if you proclaim to be equal opportunity employer you allow everyone to compete and perform equally and then reward them purely on merit. While doing so, if you encourage those team members who consider themselves less in terms of ethnicity, race, color, creed, biology, physiology or any other factor they will be more motivated and will give in, their best.