In an international private school nestled in the heart of London, young students are wrestling with age-old biases. My colleague’s nephew, a bright and inquisitive student, shared some unsettling conversations he had overheard among his peers - the notion that girls are inherently less smart and destined to earn less than boys. Despite the school's prestigious status and diverse community, these ingrained prejudices have persisted, showcasing the pervasive influence of societal norms, values, and beliefs.

When I asked 37 students about the biggest challenges to trust in leadership, their responses revealed a common theme: a lack of communication and transparency. They described situations where leaders kept important information to themselves, made decisions without team input, and broke promises. This kind of environment fosters distrust and disconnect and is the opposite of inclusive.

Have you ever seen the look on someone's face when you say something nice to them? Or notice how kindness can change the entire vibe of a room? I hear a lot about how we can promote inclusion through policies and diversity training. And while these efforts deal with systems-level issues of inequality, I've often found that the simple act of being nice is a game-changer. I met with Cristina Paupini recently, and she inspired this inquiry into how niceness can be a cornerstone of inclusion and how it can revolutionize your workplace.

A survey in 2023 by Inclusive Creation of over 500 professionals in Norway provides a clear picture of the current state of inclusivity in organizations, highlighting where we excel and where we need to push harder.

When the pandemic pushed us all into remote work, one team I worked with fell into a common trap: they started to see each other as to-do lists rather than as human beings. To shake things up, we hosted a fun workshop that had nothing to do with their jobs. Instead, we dived into innovation in an area totally outside their traditional comfort zones. The results? They laughed, they joked, they smiled, they told stories, and they found new ways to connect and see each other as more than just coworkers.

After three incredible years, the journey of Ser Innovation is coming to an end. Helene Rogne, Andrea Bjørge, and I have decided to close our company. It’s a bittersweet moment as well as a celebration to have the chance to reflect on the creativity, learning, and growth we shared.

In nearly every one of my speeches, I tell a story about Katie. When I was a professor, a student named Katie approached me after a lecture. Despite feeling that I'd delivered the lecture of a lifetime, Katie pointed out everything I had done wrong. Her feedback bruised my ego and made me react defensively, but afterward, it also made me realize the importance of genuinely listening to others.

When it comes to inclusive leadership, Linde is creating a new path using innovation and empathy. They are making wonderful strides that shape the workplace and create impact withing their communities. I am beyond thrilled to speak at their upcoming event, where inclusive leadership isn’t a buzzword it's a practice and a celebration of their values.

I'm incredibly excited to offer all my newsletter subscribers something special today! As a thank you for being you and for creating a more inclusive world, I've come up with an exclusive opportunity aimed at supporting your journey towards effective, empathetic leadership.

Legacy industries like the shipping sector have a long history. Now they're finding themselves at a pivotal juncture, where young, innovative minds are not just supporting but leading the change. People like Karolina Siemieniuk, a young professional with a strong technical background are steering these transitions at at DNV a company whose work lies at the intersection of shipping and energy.

Consumers and employees neeed more than just words. It's time for companies to shift from merely repeating buzzwords to acting on them. The demand for authenticity in diversity, equity, and inclusion (DEI) initiatives means that token gestures or superficial measures are not just insufficient; they can lead to substantial backlash.

This week in Santiago, Chile, I'm joining an amazing community at the Zero Project Latinoamérica conference part of the Zero Project to look at how philanthropy can be a game changer for people with disabilities. I'm honored to lead a session that highlights philanthropic successes and pushes the boundaries on how we think about value and impact.

I've faced a lot of career changes since I started working in the finance industry back in 2001. It's been tempting to prioritize my salary. However, I've learned that the broader dimensions of job satisfaction and personal growth often matter equally. And they reflect an underlying, powerful aspect of workplace inclusion. This is something that GSMA has highlighted in its stellar 2023 Diversity Report.

When I reflect on my nearly decades-long tenure in academia, where I founded Inclusive Creation among other companies, I always felt a disconnection. Academics always seemed uninterested in my business ventures and my academic responsibilities always seemed out of sync with reality. This disconnect made it challenging to bridge my entrepreneurial spirit with my educational duties.

Artificial intelligence (AI) continues to transform our lives, and if the benefits of AI are accessible and usable for everyone, we need to put the principles of inclusion into the practice of AI design and development. With 9 in 10 organizations using AI for a competitive edge, according to MIT Sloan Management, the race isn't just about being the best; it's about being the best for everyone.

Imagine a leader, poised and composed, stoic and unshakeable. This image is far too common in corporate leadership where invincibility is often mistaken for strength. I've learned that real strength lies in the courage to be vulnerable. Learning this lesson was not easy. It took a student's honest and brutal critique that cracked my facade and taught me a lesson in humility and the true essence of leadership.

A study conducted in 2023 by Dr. Anthony Giannoumis and Inclusive Creation AS revealed a significant disparity between men's and women's perceptions of the role of inclusive leadership in promoting innovation. Surveying 475 Norwegian professionals, they posed the question, "How much do you agree with the statement 'Inclusive management contributes directly to a more innovative working environment.'" The responses revealed a stark contrast: while none of the women disagreed, 4% of men expressed their disagreement. Even more compelling was the level of strong agreement, with nearly half (48%) of the women strongly agreeing, compared to only 35% of men.

Have you ever considered the full spectrum of someone's experience, beyond their role or the skills they bring to the table? It's easy to overlook the human being behind the professional facade. Yet, this oversight can lead to a crucial gap in our ability to support one another, particularly in the workplace. Recognizing the whole person – their joys, struggles, and unique identity – is not just about creating a nurturing work environment; it's about fostering a culture where every individual feels valued and supported.

In the heart of every thriving organization lies an incredible array of diverse talents, perspectives, and experiences. Yet, amidst this wealth of experience, some voices remain unheard, potential goes unrecognized, and individuals who, despite having brilliant ideas feel sidelined. Addressing this gap isn't just about fairness; it's about utilizing the full spectrum of creativity and innovation these individuals bring.