Core Attributes of Inclusive Leadership
Commitment
Perspective Seeking
Perspective Seeking
Inclusive leaders align values with decisions, behaviors, and expectations. Commitment is demonstrated through consistent action, clear standards, and accountability - not statements alone.
Perspective Seeking
Perspective Seeking
Perspective Seeking
Inclusive leaders understand how assumptions, habits, and patterns influence decisions and relationships. They recognize the limits of their own viewpoint and actively seek out diverse perspectives.
Communication
Perspective Seeking
Communication
Leaders remain curious about others with an openness that fosters open dialogue, active listening, and respectful disagreement. Better decision-making, greater understanding, and buy-in result.
Individual
Organizational
Interpersonal
Leadership growth begins with self-awareness. Leaders increase effectiveness when they step back from assumptions and examine how their perspectives shape decisions and behavior.
Coaching helps strengthen self-awareness, clarify values, and navigate complex decisions with intention.
Interpersonal
Organizational
Interpersonal
Inclusive leadership at the interpersonal level focuses on relationships. Leaders listen across difference, value diverse perspectives, and create space for dialogue that builds trust and alignment.
Teams learn to navigate tension constructively, strengthen collaboration.
Organizational
Organizational
Organizational
Organizations communicate values through systems, processes, and norms. Inclusive leadership at this level involves reviewing how structures support participation.
Work may include leadership development initiatives, culture and engagement programs to align practices and processes with organizational values.
Context
Organizational
Organizational
Organizations operate within broader social, economic, and regulatory environments that shape expectations and realities. Inclusive leaders respond thoughtfully within these contexts.
Support can include coaching, facilitated conversations, or organizational guidance to strengthen alignment, decision-making, and inclusive practice.
A Practical Framework for Inclusive Leadership
Inclusive leadership is built through intentional, ongoing practice. The ACTION framework outlines a structured approach that supports sustainable progress and can be applied across coaching, team facilitation, and organizational support, adapting to the needs, scale, and context.
Assess
- Understand current leadership practices, systems, and experiences
- Identify strengths, gaps, and opportunities for improvement
Commit
- Clarify leadership commitments and values
- Align inclusion goals with organizational priorities and culture
Train
- Build skills in self-awareness, communication, and collaboration
- Strengthen leaders’ ability to recognize patterns that affect decisions and develop shared language for addressing challenges constructively.
Implement
- Apply inclusive practices across policies, meetings, hiring, and decision-making
- Establish clear expectations, roles, and accountability, while encouraging experimentation and learning
Optimize
- Use feedback to refine practices and improve outcomes
- Promote transparency and shared responsibility
Nurture
- Support ongoing development through coaching, mentoring to reinforce inclusion as an evolving leadership practice
- Recognize contributions and progress