“Strong leaders that cultivate employee engagement are sensitive to the full humanity of their employees”

“Gender equity is the process of being fair to women and men. To ensure fairness, strategies and measures must often be available to compensate for women’s historical and social disadvantages that prevent women and men from otherwise operating on a level playing field. Equity leads to equality.”

“Individuals can only be meaningfully included–and true assets to your team–when they are seen and respected as their whole selves.”

“We help you bring clarity and provide purpose to orient your employees’ decisions.”

“Workplace culture is the synergy of shared values, belief systems, attitudes, and sensibilities among co-workers.”

“Embracing inclusive leadership and fostering inclusive change requires us to begin by setting intentions. It all starts with developing self-awareness among our leaders and employees.”

“The natural tendency in the face of this trepidation is to stall or even back peddle, and our minds are brilliant at redirecting us to other priorities and deflecting our responsibility with logical-seeming excuses as to why we shouldn’t take the risk(s) of proceeding.”

“Effectively managing unconscious bias is crucial for shifting an organization that is merely demographically diverse into one that is truly equitable and fully inclusive.”

“At the Teal Level, opposites can become complementary and integrated into a comprehensive whole that is self-sustaining.”

“While it may seem contradictory to emphasize individual choices in order to boost group results, giving employees space to practice their judgment also gives them opportunities to demonstrate their special value within a team.”

In organizations operating at the green level decisional dynamics are intentionally less “top down” and are more “bottom up” with an emphasis on distributing power to avoid traditional hierarchies.

Through the Orange lens, leaders see the world as an assemblage of separable, permanent, well-defined objects and forces to be manipulated in the service of human needs.

At the end of the day, inclusion can only develop when leaders and their organizations evolve beyond “business as usual” and come to see that many common leadership ideals, status quo management models, and typical organizational practices are merely relics of the past.

Staying overly committed and resisting change leaves us unfulfilled, lethargic, frustrated, and frankly, bored, and not innovative.

Inclusive leadership is a personal and professional journey. The skills you’ll need along the way
aren’t found on any checklist, but finding the path forward starts with considering who you are,
unpacking what you think you know, and reframing your concept of success.

“What you question becomes your focus. Focus only on your problems, you get fault-finding and a view of the past. Focus on your positives, and what is working, and you get possibilities and a forward look into your desired future.”

“Inclusion facilitates a sense of belonging while making employees feel uniquely
respected, secure to express themselves, and personally empowered to strive to their
full potential.”

“Do you intend to create a change or do you want to transform your culture? Without a firm understanding of each, you may find things becoming more difficult than they should be.”

“Leaders with strong soft skills are better able to work in partnership while putting their unique individual expertise to good use, enhancing staff productivity that translates into company profitability.”

“Resistance is a discomforting emotion that is often nuanced and elusive. It is difficult to pinpoint, so we end up letting it stay undercover, hidden from our conscious awareness.”

“The truth is that when facing important decisions and transitions we all
go through some degree of internal discord.”

“Certain aspects of culture may be readily apparent, identifiable, and easy to articulate. And others, subtle undercurrents, difficult to discern.”

“What is workplace culture? In short, it’s the synergy of shared values, belief systems, attitudes, and sensibilities among co-workers.”

“Showing leaders the overriding evidence that inclusion enhances company performance that such success rests on their shoulders and this kind of approach reflects positively on their leadership–will
often motivate them to invest time and energy into becoming an inclusive leader.”

“The most challenging aspect of creating a
diverse environment is recognizing the need to prioritize inclusion. Many organizations are very successful at hiring employees from diverse backgrounds, but they struggle with issues of retention.”

The advantages of DEI are much better realized through inclusive leadership approaches that fundamentally shape workplace culture.

Rapidly shifting U.S. demographics are causing organizations to encounter increased demand to build culturally competent, inclusive workforces.

Differences in race, language, religion, nationality, sexual orientation and political views continue to be the cause of conflict, exploitation, displacement and violence in our world. How can we find peace at the center of this chaos?