Workshop: Inclusive leadership



Diversity of markets, customers, ideas, and talent is driving the need for inclusion as a new leadership capability.


Here are six attributes of leaders who display the ability to not only embrace individual differences, but to potentially leverage them for competitive advantage.

There is the devastated world and its dystopian societies, the artificial world with synthetic humans, and myriads of other worlds scattered throughout foreign galaxies.

We need to ask yourselves what will take to be a great leader in the future? In five years, ten years and perhaps fifteen and twenty years?

The decisions these leaders make — the actions they take — culminate in the restoration of humanity making the world a better mindful place. It seems we can easily imagine different future contexts, but when it comes to thinking about leadership differently, - by learn how to learn differently to avoid the repeating loop.

Elements of inclusive leadership are echoed in transformational, servant, and authentic and responsible leadership, for example, and these concepts are carried forward. However, we have amplified and built on these known attributes to define a powerful new capability uniquely adapted to a diverse environment. Understanding and being adept at inclusive leadership will help leaders thrive in their increasingly diverse environment.


This workshop is structured in three parts

- describing the four shifts elevating the importance of inclusive leadership—the “Why care?” aspect of the discussion.

In the second part, we have identified the six signature traits of an inclusive leader.

In doing so, we have mined our experiences with many CEOs and leaders around the world on their perceptions of inclusion.

We have also built on existing thought leadership and applied research and drawn on work with our inclusive leadership assessment tool—on which our six-part framework is based—which has proved both reliable and valid in pilot testing.

Sensing that inclusive leadership is a new capability, we have been examining this space rather than relying solely on pre-existing leadership assessments and databases, with their historic biases. We conclude with some suggested strategies to help organizations cultivate inclusive capabilities across their leadership population.