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Forum theatre used in session creates an immersive and unique perspective for the participants

Inclusive Leadership

There are two main factors underpinning the increased focus on Inclusive Leadership.  Firstly, a steady increase in employee diversity and secondly changing societal, organisational and individual values and expectations.   It is this wide range of factors that has generated dissatisfaction with a traditional, heroic model of leadership and highlighted the need for something different.

What all leaders want from their teams:

Enhanced performance, productivity and creativity

Diverse talent pool

The advance of under-represented groups

Enhanced loyalty

Better services to clients, customers and service users     

Better teamwork

Motivation to go the extra mile

Higher retention

Are all our leaders achieving this now, in a climate of inclusion?  Do staff surveys, absenteeism, retention, grievances figures suggest otherwise?   Let’s consider some of the actions of inclusive leaders:

Respect and understand individuality
  • Being self-aware and understanding their own biases.

  • Truly listening to the opinions of others.

  • Being cognisant of body language and facial expressions, and inclusive language.

  • Seeking feedback on their communication style.

  • Having self-awareness of how preconceived views can influence behaviour towards others

  • Nurturing a culture of respectful challenge

  • Building psychological safety and being aware of and challenging unacceptable behaviours

Embracing diversity and embedding an inclusive culture
  • Actively seeks out and considers different views and perspectives to inform better decision-making.

  • Understanding the diversity of the team and implications for ways of working.

  • Being approachable and supportive to colleagues.

  • Demonstrating empathy when colleagues need support.

  • Supporting colleagues to reach goals.

  • Offering advice, guidance, and inspiration when it is needed.

If a leader engenders a sense of belonging and value, empowerment and support within team members their commitment and ability to reach their full potential is increased dramatically.


What makes an inclusive leader? 

“Inclusive leaders get the best out of all their people, helping their organisations to succeed in today’s complex, diverse national and global environment. Through their skills in adaptability, building relationships and developing talent, inclusive leaders are able to increase performance and innovation.”


Inclusive Leadership: Culture Change for Business Success, report by Opportunity Now and Shapiro Consulting

Our inclusive leadership training seeks to harness the collective wisdom of senior level and team leaders by exploring leadership qualities and behaviour.  Focusing on leaders as role models and standard bearers is key to creating a healthy and inclusive workplace environment.   We support strategies that develop empathetic, inclusive leaders to be adaptable and increase performance through building positive relationships and developing talent. 

All our programmes use a range of powerful interactive methods to mirror real situations and challenges and developed in partnership with clients.  Observation of live drama-based training drives discussion and enquiry, providing a unique opportunity for the audience to develop self-knowledge and awareness in a non-judgmental, open learning environment. No acting is required!  A typical one-day programme addresses the following learning outcomes:

Developing talent and maximising team performance

The role of an ally and active bystander

Identifying leadership styles, building trust and valuing difference

Creating psychological safety and being aware of and challenging micro-incivilities

Building self-awareness and understanding personal biases and beliefs, to inform better decision-making

Becoming a positive role model and advocate for inclusion and wellbeing

Creating a shared vision to inspire and drive organisational and individual performance

“The use of actors in scenarios worked well and the role playing they delivered was to a high standard.”

Defence Academy

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