Leading Inclusion & Culture
Inclusion shows up in decisions, processes and outcomes. Leaders are held accountable by their people for how choices are made, who is heard, and whether systems are fair. Sometimes this can feel lonely, but it doesn't need to be.
This programme supports leaders to lead inclusion in a way that is practical, sustainable, and aligned with organisational accountability.
Learning outcomes
- Clarity on what we mean when we talk about inclusion and where it shows up for leaders
- A set of tools and frameworks for fairness and accountability
- Practical exploration of live challenges to build confidence navigating power dynamics
- Confidence with risk-aware, inclusive decision making
- Better alignment with what leaders mean and how they are perceived
How this works
- We focus on inclusion in the decisions leaders are currently making, such as promotions, performance, allocation of opportunity, voice and accountability.
- Leaders use clear, practical frameworks, with tools including Equality Impact Assessment to assess fairness, consistency, and risk in their decisions.
- Through facilitated debate, live decision points and peer challenge, leaders test assumptions, explore impact and understand how power and influence shape outcomes.
- Leaders apply learning to their own teams and functions, identifying where process, communication, or decision-making needs to shift to reduce risk and improve trust.
- We reflect on perceptions versus reality of leadership commitment to inclusion, and how leaders can close the gap to make their commitment seen and felt.
- Leaders leave with an action plan setting out how they will apply the learning in practice and how they will evidence fairness, consistency and inclusion going forward.
Who it’s for
Senior leaders, managers and people leaders with responsibility for teams, decisions and culture.
Delivery
Half-day or full-day sessions, delivered in person or virtually and shaped to organisational context.
Optional Extras
Inclusive decision-making toolkit
A practical set of frameworks, prompts and templates to support leaders in applying inclusive decision-making consistently after the session. Includes decision checklists and bias-awareness prompts.
Leadership decision clinics
Facilitated follow-up sessions where leaders bring live decisions to sense-check approach, fairness and risk, supporting consistent application of learning.
Pulse check-in
A short pulse diagnostic to assess perception gaps, decision consistency or trust following the session, providing evidence of impact and areas for further attention.
Leadership coaching or intensives
Time-bound coaching or leadership intensives for leaders navigating complex inclusion-related decisions or heightened scrutiny.
Frequently asked questions
Is this inclusion training or leadership development?
It is leadership development. Inclusion is addressed through how leaders make decisions, exercise authority and apply process, rather than through simple awareness.
How is this different from general DEI training?
This programme focuses on leadership responsibility and decision-making. Leaders work on real decisions and processes, such as promotion, performance and allocation of opportunity, and learn how to apply inclusion consistently and defensibly.
Will leaders be expected to share personal experiences or views?
The work is role-based and decision-focused. Leaders are not asked to disclose personal experiences or beliefs.
Does this focus on behaviour or systems?
Both. Leaders explore how behaviour, power and judgement interact with systems and processes, and where changes are needed to reduce risk and increase consistency.
Is this about avoiding complaints or genuinely improving culture?
It does both. Improving consistency, fairness and clarity reduces risk while also building trust and credibility in leadership.
How practical is the session?
Highly practical. Leaders work through real scenarios, live decision points and structured frameworks, and leave with clear actions they can apply immediately.
Can this be tailored to our organisation?
Yes. Content is shaped around your organisational context, leadership roles and operating environment, including specific decision-making processes where relevant.
Is this suitable for mixed leadership groups?
Yes, though it works best with leaders who hold comparable levels of authority. Facilitation is adapted where power dynamics are present.
What outcomes should we expect?
Organisations typically see clearer decision-making, greater consistency across teams, increased confidence among leaders and reduced challenge or escalation.