Good for business.

Good for humanity.

What exactly is Inclusion? And where did its cousin, Diversity, go?

Diversity and Inclusion have always been two peas in a pod. We believe they are both essential and related. But they are not interchangeable. Nor does expertise in one translate to expertise in the other.

Diversity, in our minds, is about who gets a seat at the table. Inclusion is about who gets a voice. Our expertise is in finding voice.

Inclusion. You know it when you see it. What should you look for?

  • Your employees report a sense of belonging without having to conform to a single norm

  • Ideas are voiced and tested

  • Questions and concerns are raised

  • Collaboration and innovation thrive

  • Speaking up - at any and every level - is a norm

Inclusion can't exist without diversity. But diversity is defined by scorecards and metrics. Inclusion is about actions, behaviors, and the leadership capability to bring it to life. The latter is where we play.

Good for exactly?

Inclusion - true inclusion (not a laminated set of principles) delivers clear, bottom and top-line driving outcomes.

  • It keeps virtual and dispersed teams connected, efficient, and aligned.

  • It allows for the unspoken to be said - the "dumb" questions, ideas, and musings that help teams to innovate on products, enhance service delivery, mitigate risk, drive efficiency, and so much more.

  • It drives top talent retention. Because talent that contributes meaningfully experiences loyalty and engagement.

What are the drivers of Inclusion?

Building an Inclusion capability and culture relies on the following drivers:

  1. Commitment: Inclusion begins with leadership buy-in; an understanding of the business and human case and a leadership dedication to bringing it to life

  2. Listening. Individual experiences are personal and valid. Leaders must hear what people have to say.

  3. Recognition of obstacles: If Inclusion were easy we'd all be doing it. Every organization has its blocks and obstacles. Understanding how to spot and remove them is key.

  4. Action: Inclusion isn't about words, but observable leadership behaviors. They must be defined, stated, and role modeled.

  5. Accountability: Every leader at every level must hold everyone in the organization accountable to agreed-to behaviors. There can be no exceptions. No one can be irreplaceable.

Inclusion doesn't flip on like a switch. It requires time, commitment, and hard work. We have road-tested ideas to share.

How do we help you build this capability and culture?

Due to the Covid pandemic, all options below have been tailored to deliver outcomes entirely remotely. It is our pleasure to deliver an independent experience or to integrate an offering into your leadership offsite or leadership development program.

For executives
For leadership teams

Executive Keynote

Our 45-minute keynote is designed to deliver to an executive audience:

  • A clear understanding of the business case

  • An overview of policies, programs, and practices to be reviwed

  • Clarity on how to role model Inclusion

  • An understanding of true accountability


Facilitated Workshop

Our 90-minute facilitated discussion provides leaders with:

  • An overview of how to talk about Inclusion with their teams

  • An ability to identify and begin to remove obstacles

  • A clear set of actions and behaviors they can take

  • An individualized personal action plan 


Group Coaching

Our small group coaching cohorts are kicked off by the Facilitated Workshop. But once leaders develop their personal action plans, coaching cohorts provide:

  • Real-time idea-sharing and problem 

  • Forum for discussion and peer feedback

  • External feedback and support