Into the eyes, connecting souls, engage, feeling respected and known,
Navigating the winding path together, feeling valued and appreciated,
Cultivating a community culture, a space that’s made safe for all,
Lessons learned with honesty, makes us trusted when we drop the ball,
Uniqueness an asset, fostering a sense of belonging within teams,
Starting relationships cleanly, allowing others able to be their best self and be seen,
Instilling confidence enables your people to thrive and able to do their best work,
Owning the leadership role, understanding that it is also for the introverts,
Never fully satisfied unless inclusion is at the heart of the seed.

by Chantelle Dusette

At the Centre for Inclusive Leadership we believe Inclusion is an emotion, and when included people feel Respected, Valued, Safe, Trusted, a Sense of Belonging, so much so that they are able to Be their Best Self and Do their Best Work.  We asked the team to unpack what these elements mean to them; hover over the words to see their thoughts.

To mark Inclusion Week 2020 we have curated a collection of resources that ask you to go where no generation has gone before and BOLDLY walk the path to inclusion.


We are passionate about inclusion; we are outraged about injustice and inequity and week believe that we must B.O.L.D.L.Y. go where no generation has been before. In June we published a statement from the team and an open letter from Co-Founder Paul Anderson-Walsh, read his follow up to Waiting to Exhale here as we consider how we can break down the barriers.

How can we open our hearts and our minds on the path to inclusion?  How can we transition into a place of human heartedness? What are the implications if we still hold onto anger? Click here to watch an interview with Paul Anderson-Walsh answering some of these questions.

As leaders its paramount to facilitate conversation where we talk and listen to one another in a clean way.  We asked our co-founder Linbert Spencer to share his top tips for coaching inclusively.  Click here to see his advice.

It is vital that we don’t allow ourselves to be complacent because we are non-racist, but become activated to become anti-racist.  We must ask ourselves if we hear and understand the lived experience of those that are ‘othered’?  In our work with Truthsayers® we use developments in neuroscience to explore how people really feel and not just how they say they feel.  Explore more on this partnership here.

As we walk the path to inclusion we must lead ourselves and others with humility, empathy, grace and compassion.  But how can we do this during times of volatility? In this article Paul Anderson-Walsh explores how we can manage our own inclusion by ‘Thriving in Adversity’.  Click here to read his thoughts.

You and I must commit to being the change we want to see in the world and be the new culture carriers (super-spreaders) in our individual spheres of influence.

At The Centre for Inclusive Leadership it is our vision to create and inclusive society.  We are committed to addressing the inclusion agenda 52 weeks of the year and invite you to go BOLDLY where no generation has gone before.  If you would like to talk to us about how we can support your organisation contact us at