For over 30 years the management team at The Centre for Inclusive Leadership (TCfIL) have worked with organisations to understand what causes people to feel both included and excluded. Managing inclusion in order to create a sense of belonging must be a key priority for everyone involved in human capital management.

We have a rich history in working globally to support the inclusion, diversity and equality agenda through executive education, leadership accession programmes and thought leadership. We work with leaders to help them create and sustain more effective organisations by enabling them to better support their people to be their best selves and do their best work.

What is Inclusive Leadership?  Inclusive Leadership is an intentional relationship of influence the purpose of which is to cause people to consistently experience a sense of inclusion, that is; feeling respected, valued, safe, trusted and having a sense of belonging and therefore being able to be their best self and do their best work.

Waiting To Exhale:  At the Centre for Inclusive Leadership we have spent time considering what we should say in response to recent the events following the death of George Floyd; we didn’t want to just push out a corporate soundbite because nobody on the team believes in them.  We are passionate about inclusion; we are outraged about injustice and inequity.   We don’t just want to say what’s expected.   We are the Centre for Inclusive Leadership, so it is incumbent upon us to look in the same mirror that we hold up to our clients.   The particular mirror we hold up is called H.E.A.R.S, whilst we created the approach, we are not above reproach.  On the contrary as its authors, we are held to a higher standard.  We too must look in the H.E.A.R.S mirror all day, every day and ask ourselves are we modelling what it means to: Hear and interrupt our own bias; treat everyone Equally well; be Authentic and foster authenticity in others; Respect ourselves and deepen our respect for others and Seek to actively manage the inclusion of others.  Although we are SME’s in this area, we are also growing in our understanding of what being inclusive really means.   Should you experience us in any other way – please protest and hold us to account.  We must do better; we must be better.

As a business we understand that tackling exclusion and discrimination requires ongoing dialogue to which we will continue to contribute, but for now click here to read an open letter from one of our co-founders Paul Anderson-Walsh, who is the former CEO of The Stephen Lawrence Charitable Trust.