The White Paper Every Leader Needs to Read in 2025

What if your leadership decisions today could shape a more innovative and inclusive tomorrow? My new white paper, "Inclusive Leadership Trends for 2025," dives into the powerful trends that will define the next era of leadership.

From elevating diverse voices to creating truly inclusive cultures, this white paper provides:
✅ Proven strategies to future-proof your leadership.
✅ Practical steps for turning inclusion into action.
✅ Insights on what’s next in DEI.

📥 Ready to lead differently? Download the white paper now here.

P.S. What’s one way you’re making inclusion a priority in 2025? Share your ideas below!

2025 Trends To Know: The Secrets Your Competitors Don’t Want You to Know

Inclusive leadership isn’t a trend; it’s the future. In the race to adapt, grow, and innovate, some leaders are quietly equipping themselves with a playbook to stay ahead—and they’re not sharing. But here’s the good news: that playbook is almost in your hands.

What Your Competitors Already Know

My upcoming white paper, Inclusive Leadership Trends for 2025: What Your Competitors Already Know, is the most comprehensive resource of its kind. It’s a review and synthesis of the top 100 academic articles on inclusive leadership, turning cutting-edge research into actionable insights.

Inside, you’ll find:

• Why inclusive leadership isn’t just “good to have” but a game-changer for global competitiveness.

• Case studies showing how top organizations are turning inclusivity into profitability.

• The leadership behaviors that will matter most in 2024 (hint: empathy isn’t just a buzzword).

This white paper bridges the gap between academic knowledge and practical strategies, equipping you to lead with clarity and confidence in 2024.

Key Takeaways

• Diversity Drives Innovation: Companies with inclusive cultures are not just more creative; they consistently outperform their peers.

• Leadership Evolution: Tomorrow’s leaders aren’t just managers; they’re empathy-driven changemakers.

• Time is of the Essence: Staying competitive means acting now to embed inclusivity into your leadership strategy.

Miss the Trends, Miss the Mark

Leadership laggards are learning the hard way: inclusion isn’t optional anymore. Without it, your organization risks falling behind on innovation, talent retention, and customer connection. Don’t let this happen to you. Inclusion is the edge you need to thrive in 2024.

P.S. Ready to lead the pack? Comment below on why you think inclusive leadership is the top trend for 2025 and I'll send you your copy of Inclusive Leadership Trends for 2024 before it launches. This isn’t just another report—it’s a roadmap crafted from the best academic research. Want even more insights? Let’s chat about how to put inclusion into practice in your organization today.

Why I Didn’t Teach Kant in an Ethics Course (and Why I Stand By It)

When a student asked me why I didn’t include Kant in the Ethics, Sustainability, and Society course I teach at Kristiania University College, my answer was straightforward: It’s not relevant to their work as technology and business developers. Sacrilege? Maybe. Unnecessary? Absolutely.

In a course designed to prepare students for the real-world challenges of innovation, ethics has to be more than a historical thought exercise. Instead of diving into dense philosophical theories, we focused on practical frameworks and takeaways that help them as future leaders make ethical, inclusive, and impactful decisions.

Designing Ethics for Action

Ethics can’t live in an ivory tower. It needs to be accessible, actionable, and directly tied to outcomes. Here’s how I reframed the course:

• Justify Decisions with Diversity: Ethics begins with understanding how diversity supercharges team performance. More diverse teams don’t just “do better”—they outperform homogenous ones when given the space to thrive.

• The Curb-Cut Effect: Inclusive design isn’t charity—it’s smart. Solutions designed for marginalized groups often benefit everyone.

• The Value Creation Connection: Frameworks to showcase value, reassure different perspectives, and tackle objections ensure that ethical decisions resonate with stakeholders.

The Key Takeaways

Here’s what students walked away with:

• Ethics: Decisions should be grounded in an ethic of diversity to enhance impact.

• Principles: Inclusion drives design; justify your work with principles that make life better for everyone.

• Stakeholders: “Decenter and recenter”—real change means considering how your work affects others.

• Privacy: Shift from hiding data to deciding how to use it responsibly.

• IT Management: Create space for others to speak—“shut up so they don’t shut down.”Support mental health—don’t sanitize the workplace; humanize it. Embrace reverse mentoring—fresh perspectives reveal overlooked issues.

We also tackled The Expertise Trap—the tendency of experts to cling to outdated solutions because they mistake experience for adaptability. Ethics means staying humble, curious, and open.

The Lesson Learned

Kant might give us rules, but real impact comes from tools. Ethics isn’t about abstract ideals—it’s about making better decisions, together. So I’ll say this: skip the textbooks, embrace the takeaways, and create a world where ethics drives innovation.

P.S. What do you think? Is the time for teaching Kant in an ethics class over?

Introducing INCLUDE: A Global Leadership Revolution!

Inclusive leadership is more than a trend—it’s the key for bringing together innovative teams, creative solutions, and workplaces where everyone feels they belong. But let’s face it, becoming a truly inclusive leader can sometimes feel like trying to assemble IKEA furniture without the instructions. Enter: INCLUDE.

Why INCLUDE Is the Tool You’ve Been Waiting For.

Today, for the first time, I’m unveiling the INCLUDE Inclusive Leadership Scorecard—a groundbreaking, practical tool for leaders who want to turn inclusion from intention into action.

What makes INCLUDE so special? It’s informed by over 100 interviews I’ve conducted with leaders across 32 countries—spanning industry, government, academia, and civil society. These conversations have uncovered what truly works in inclusive leadership, offering insights grounded in real-world experiences. While the index isn’t peer-reviewed, it’s driven by the voices and practices of people making inclusion happen every day.

How INCLUDE Works for You

• Self-Assessment Meets Team Insights: Use INCLUDE to reflect on your leadership practices and invite anonymous feedback from your team. Think of it as a mirror that shows both strengths and overlooked areas.

• Actionable Metrics: The scorecard translates broad concepts like psychological safety and equitable hiring into specific, measurable actions.

• A Dual Lens Approach: Compare your self-perception with team feedback to see where your impact matches your intentions—and where there’s room to grow.

3 Reasons to Make INCLUDE Part of Your Strategy

• Uncover the Disconnect: Understand how your leadership is perceived and align your vision with reality.

• Empower Your Team: People thrive in environments where they feel seen, heard, and valued. INCLUDE equips you to create that culture.

• Stay Ahead in the Game: Inclusion isn’t just nice to have—it’s your edge in an increasingly competitive world.

Global Lessons, Practical Results

The INCLUDE Scorecard is more than a tool; it’s a distillation of global leadership practices that have worked for the best in the business. By focusing on both self-awareness and actionable change, it turns lofty ideas into tangible progress.

Leadership Without Inclusion Is Like a Map Without Directions

The path to inclusivity is ongoing—it’s not about perfection but about progress. INCLUDE helps you take those steps with confidence, so you can lead with impact and integrity.

P.S. Ready to see how INCLUDE can elevate your leadership? Visit my website for details and be the first to transform your inclusivity goals into a reality!

Coming Soon: The Tool to Transform Leadership—Meet INCLUDE!

Inclusive leadership isn’t just a buzzword—it’s the secret ingredient for thriving teams, innovative solutions, and a culture where everyone feels valued. But let’s be honest, achieving true inclusivity can feel like trying to find your way without a map. That’s about to change.

Why INCLUDE? Why Now?

On December 1st, I’m launching the INCLUDE Inclusive Leadership Scorecard, a practical, data-driven tool for leaders who are serious about making inclusivity more than a poster on the wall.

What sets INCLUDE apart? Based on interviews with over 100 leaders from industry, government, academia, and civil society across 32 countries, I’ve synthesized the key themes these leaders use to put inclusion into practice. While this index is not peer-reviewed, it is grounded in real-world experiences and insights from some of the best minds in inclusive leadership.

Here’s how it works:

• Self-Reflection and Real Feedback: Evaluate yourself and invite your team to anonymously assess your inclusivity. It’s not about “checking a box”; it’s about discovering how your actions impact others.

• Actionable Insights: With questions covering areas like hiring practices, mentoring, and creating safe spaces, INCLUDE turns vague ideals into measurable actions.

• Dual Perspective Power: Compare your self-assessment with team feedback to uncover overlooked issues and growth opportunities.

This is a practical tool for industry leaders to explore new ways of fostering inclusive leadership—one built on real-world experiences.

3 Reasons You Need INCLUDE in Your Toolkit

• Bridge the Gap: Align your intentions with your impact by learning how your leadership is perceived.

• Boost Team Morale: Teams thrive when they feel seen, heard, and valued. INCLUDE helps you create that environment.

• Stay Ahead: Inclusive leadership is no longer optional. It’s the key to innovation and staying competitive.

Lesson Learned: Inclusivity is a Journey, Not a Destination

No leader is perfect. But perfection isn’t the goal—progress is. The INCLUDE Scorecard is designed to help you take meaningful steps forward, transforming aspirations into action and intentions into impact.

P.S. Want a Sneak Peek?

Drop a comment if you’re as excited as I am and I'll send you the first draft of INCLUDE!

Is Trump’s Leadership Style an Obstacle or Catalyst for Inclusivity?

Donald Trump’s leadership style stands in stark contrast to inclusive values. With a heavy focus on loyalty, rigid hierarchy, and an “us vs. them” mindset, his approach directly conflicts with the openness, collaboration, and diverse input that inclusive leadership requires. The “top-down” control he champions often shuts down dissent and discourages diverse perspectives, creating environments where innovation and inclusivity are stifled rather than supported.

Not Exactly Inclusive: The ‘Top-Down’ Model

Trump's approach models a “top-down” leadership style—marked by control, resistance to feedback, and a quick dismissal of dissent as disloyalty. This style simply doesn’t work for inclusive leadership, which thrives on openness and collaboration. Leaders who embrace control over collaboration limit the openness and empowerment that allow diverse voices to shape company culture. In organizations influenced by this approach, inclusivity often stalls out, as leaders shy away from the vulnerability and accountability that true inclusive practices demand.

3 Key Takeaways for Inclusive Leaders

• Empower, Don’t Control: True inclusivity requires leaders to distribute power rather than consolidate it. Leaders need to empower people at all levels to participate in shaping the culture.

• Value Diverse Perspectives: Unlike a “my way or the highway” approach, inclusive leadership flourishes when leaders actively seek out and value diverse opinions, ideas, and experiences.

• Trust and Transparency: An inclusive leader builds trust by prioritizing open communication and transparency, reducing the fear of retaliation or exclusion for sharing different perspectives.

Lesson Learned: Leadership that listens beats leadership that leans on loyalty alone!

P.S. Want to explore how to balance authority and inclusion in your leadership style? Reach out to learn how my workshops can help turn your company’s diversity promise into a practice.

Bridging Cultures for a Greener Future

Join me and the SHE Community for an amazing event hosted with the Norwegian-Chinese Chamber of Commerce (NCCC) and XPENG, to explore the ESG challenges and opportunities in Norwegian-Chinese partnerships. We’ll do a deep dive into the environmental and social dimensions of sustainability, with a focus on bridging the regulatory and cultural gaps that can make or break these cross-border collaborations. The journey to a sustainable future is never linear, and that’s why it’s critical for businesses, policymakers, and organizations to come together and tackle these complexities head-on.

Tackling the Social Side of Sustainability

This event will bring to light both the environmental and social challenges in the green transition. With Norway’s established ESG regulations and China’s growing innovation in sustainable technology, partnerships between Norwegian and Chinese companies like XPENG offer unique possibilities. However, the social dimension of ESG—often overlooked—carries profound implications for business success, from human rights to cultural understanding. As I moderate a panel with industry experts that have significant operations in China, we’ll address key questions: How can Norwegian businesses better understand and address China’s regulatory landscape? What misconceptions might be holding them back? And, how can these partnerships balance green innovation with essential social responsibilities?

Key Takeaways

• Cultural Competency Matters: Understanding regulatory and cultural nuances in China is essential for Norwegian businesses to succeed in sustainable partnerships.

• The Social Dimension Is Critical: Human rights and social accountability are as crucial as environmental goals in the green transition.

• Innovation Across Borders: Successful partnerships will connect Norway’s strong ESG frameworks with China’s rapid advancements in green technology.

Lesson Learned

When it comes to the green transition, going “all in” means balancing both social responsibility and environmental goals.

P.S.

Secure your spot for this crucial event on November 28! Let’s make a difference together: Register here

Catch Me on Tour: Turning Inclusion into Action!

2025 is bringing an opportunity I can't wait for—I'm hitting the road for a six-week speaker tour across Europe! With 15 dates already booked across seven cities in Germany, Austria, Norway, and Belgium, I’ll be sharing stories, strategies, and steps to make inclusion practical, profitable, and possible in your organization. The response has been incredible, so I’m adding more dates in February, March, and April. Want me to visit your city? Tell me where, and I'll do my best to make it!

From Talk to Transformation: Join the Tour Turning Inclusion into Impact

This tour isn’t just another set of talks; it’s a hands-on experience designed to educate and entertain. Whether you're looking to inspire your team, rewire your leadership approach, or roll up your sleeves in an interactive workshop, I’m bringing a mix of stories and humor to transform audiences' heads, hearts, and hands to bring new hope. This isn’t theory—it’s a roadmap for sustainable change that can make inclusion real and relevant in your organization. And here’s a bonus: I'm offering these sessions at half my usual rate, so you can bring your team along without breaking the bank.

Here’s What You’ll Walk Away With:

• Practical Plans: Get actionable steps to put your DEI promises into practice.

• Engaged Teams: Inspire your people with stories of real-world impact and inclusion.

• Exclusive Resources: Gain access to tools and frameworks for lasting change.

Looking for Some Friendly Guidance (or a Hello!) 👋

I'm beyond excited for the 2025 tour, and I want to make sure I’m adding value where it matters most. I’ll be on the road across Europe, and I’d love to connect with those who know the local pulse best!

So, Susanne Halbinger, 📍Dr. Noémie Hermeking, PhD (she/her), Janette Warsitz, Phillipe Luna, Stephanie von Schorlemer, Arshiya Trikha, Sonja Klopcic, Lenka Adamová, Zuzana Zelmanová, Dominika Strakova, and Kinga Takacs—would love to hear your thoughts on what makes a memorable event for your teams. Let me know if there’s a way I can bring real value to your team’s DEI goals, or if you’d like to grab coffee while I’m in your city!

Moving the Needle: Inclusion That Sticks

Take a step, book a session, and join a movement where inclusion meets impact, energizing your team’s potential and purpose!

P.S. Have a city in mind for me to add to the lineup? Drop a comment, and you’ll be entered to win a signed copy of my book! Who knows, you might be the one who helps set the stage for lasting change in your community! Want to learn more about booking or the workshops? Just reach out.

Entrepreneurial Leadership in Kosovo: How Inclusion Fuels Innovation in the Balkans

The energy at the KosICT Tech Festival was electric. I had the privilege of delivering a keynote on Entrepreneurial Leadership: How Inclusion Can Drive Innovation at one of the most impactful tech conferences in the Balkans. Being surrounded by amazing folks, including Prime Minister Albin Kurti and Mayor of Prishtina Perparim Rama, as well as the absolutely awesome Aldo Baxhaku, Ermal Sadiku, and the ever-inspiring Sabine Singer, MBA inger, was beyond motivating. My message was clear: innovation thrives when inclusion is embedded into leadership, especially in our work as entrepreneurs.

Innovation Through Inclusion

At the heart of my talk was the mindset that diversity isn’t just a social responsibility—it’s an innovation catalyst. Kosovo, a nation on the rise, exemplifies how embracing diverse perspectives can propel a region forward. In this dynamic ecosystem, businesses that prioritize inclusivity not only foster creativity but also gain a competitive edge by tapping into the full potential of their workforce. Leaders who encourage diverse voices in decision-making can pivot faster, adapt better, and ultimately innovate in ways that homogeneous teams, in the long run, cannot.

Key Takeaways:

• Inclusion Drives Creativity: Diverse teams think outside the box, leading to novel solutions and breakthrough innovations.

• Leadership is About Empowering Others: True entrepreneurial leadership creates space for all voices, especially those often overlooked.

• Kosovo is Leading the Charge: With events like KosICT, Kosovo is positioning itself as a tech hub where inclusion is a cornerstone of success.

Lesson Learned: Inclusion Ignites Innovation

Remember, a team that’s seen and heard is a team that thrives. Inclusion is the fuel for innovation—when everyone’s invited to the table, we all win.

P.S. Special thanks to KosICT Tech Festival for organizing this stellar event, and to Aldo Baxhaku and Ermal Sadiku for making it all happen! Being part of a conference that’s reshaping the tech landscape in Kosovo is an honor. To the other incredible speakers—especially Albin Kurti, Perparim Rama, and the fabulous emcee Sabine Singer, MBA —you inspire me. Let’s keep pushing the boundaries of what’s possible! 💡 #KosICT #InclusiveLeadership #Entrepreneurship

Innovating at the Crossroads of Sustainability and Inclusion

Folks often think that inclusion and sustainability as two different things, but they are more deeply connected than we could possibly realize. Just like inclusion strives to empower marginalized voices, sustainability aims to protect our planet for future generations. These principles both advocate for equity—whether environmental or social—and ensure that the most disadvantaged groups of people are prioritized in decisionmaking. Today, I want to spotlight a few inspiring leaders who are proving that the future of business lies at this intersection.

Sustainability Champions Leading the Way

Take a look at Danat Tekie from EY , who has consistently demonstrated that leadership means listening, especially when it comes to advancing both sustainability and inclusivity in the corporate world. In the same vein, Nodin E. Midtskog Ennals is making waves in the maritime industry, challenging traditional norms to create a future where our oceans are protected and maritime practices are more sustainable.

In the Nordic tech sector, Turi Regine Pettersen at Advania Norge is leading the charge, ensuring that sustainability isn’t just a buzzword but a core practice. From advancing renewable energy to promoting green technology, Turi's efforts are shaping the way technology can support a cleaner and more inclusive future. Another absolute powerhouse is Astrid Rønning Skaugseth from SHE Community who hosts the SHE Conference. She is at the heart of global conversations about sustainability and gender equality, proving that these two goals are inseparable.

Departing from the Nordics, I've been deeply inspired by Talke Schaffrannek at BASF , who is championing the circular economy, showing that true innovation lies in minimizing waste and maximizing resource efficiency. Lastly and ending back in Norway, yi cheng's work at Huawei Norge showcases the ESG commitments that prove large corporations can—and should—take responsibility for their environmental impact, without losing sight of inclusivity.

Key Takeaways:

• Inclusion and sustainability are interconnected: Both advocate for long-term equity, ensuring that every person and the planet itself have a future.

• Leaders in diverse industries are proving that change is possible: From technology to maritime, inclusion and sustainability can thrive together.

• Innovation thrives in inclusivity: The circular economy and ESG initiatives show that inclusive practices lead to sustainable business models.

Lesson Learned: When inclusion meets sustainability, it’s not just about “doing less harm”—it’s about doing more good. 🌍🤝

P.S. Want to be part of the change? Follow and connect with Danat Tekie , Nodin E. Midtskog Ennals, Turi Regine Pettersen, Astrid Rønning Skaugseth, Talke Schaffrannek, and yi cheng to learn how they are reshaping industries by blending inclusion with sustainability!

Is Your Black History Month Celebration Real or Just For Show?

As October rolls around, many organizations in the UK and beyond mark Black History Month with a series of events, social media campaigns, and corporate gestures. But once October ends, are these efforts truly meaningful, or just performative? Tokenism - the superficial inclusion of underrepresented groups to appear diverse without meaningful action - can turn what should be a powerful moment of recognition into a shallow marketing strategy.

When Diversity Feels Like a Checklist

Cultural months like Black History Month can easily slip into the trap of tokenism. Many companies use this time to showcase Black historical figures, host panels, and release themed content, only to return to business as usual when the month ends. Is this truly making Black folks feel seen and heard, or is it simply checking off a box on the corporate inclusivity agenda?

Even worse, organizations often reduce complex historical figures to simplified icons of "hero worship." Figures like Mary Seacole or Malcolm X are celebrated for their achievements, but the broader context of their struggles and criticisms of the systems they fought against often goes unmentioned. Oversimplifying these legacies robs us of the opportunity to understand their full contributions and leaves the work of challenging systemic issues undone.

Takeaways: How to Avoid Tokenism

• Engage Year-Round: Ensure Black voices are heard throughout the year, not just in October. Establish consistent opportunities for them to share their perspectives and grow in leadership roles.

• Go Beyond the Surface: Incorporate meaningful and sustained DEI efforts into your organization's DNA. Make policy changes, offer inclusive leadership training, and embed diversity into everyday business strategies.

• Honor Complexity: Celebrate Black historical figures with their full stories in mind. Don’t reduce them to oversimplified narratives; honor the challenges they faced and the systems they sought to change.

Lesson Learned: Don’t Let Celebration Replace Real Change

Celebrating Black History Month isn’t just a chance to show off diversity. Token gestures without follow-through don’t inspire lasting change. Real inclusion requires sustained, intentional action—October or not.

P.S.

Want to know if your organization’s DEI efforts are meaningful or just for show? Engage with your employees and invest in lasting change. 🌟

Big News! Announcing the 2025 Inclusive Leadership Tour

I’m thrilled to finally announce the launch of the 2025 Inclusive Leadership Tour! After months of planning, and thanks in large part to the amazing promotional support of Miguel Heinonen, MBA and Whitefriar , the marketing advice of Oksana Koriakova at Impero , , the phenomenal training on running a speaker business of Michael Arnot and Marty Wilson CSP at MainStage Speaker Business Academy and the support from the amazing team at Inclusive Creation , Anne Igeltjørn , Regont Arnori , Sumita Kunashakaran and Bridget Price, I'm gearing up to hit the road and bring dynamic, hands-on keynotes and workshops to cities across Europe. This tour is all about transforming inclusion promises into real, actionable practices—and I so excited to share it.

What’s Coming: Packed Bags, Big Ideas, and Unforgettable Lessons

The tour will be packed—literally! I've been preparing interactive tools, from The Sins and Wins of Inclusivity to the always-popular Inclusion Game. This isn’t just a series of talks—it’s an experience. At every stop (five cities so far!), I'll dive deep into the challenges of inclusive leadership with humor and heart. Whether it’s my “Shut the F#ck Up and Lead Inclusively” keynote or a collaborative workshop, you can expect laughs, real talk, and actionable steps to build truly inclusive environments.

Each city I visit will get a session designed specifically for its unique needs. I'm not here to deliver cookie-cutter content—I'm co-creating solutions that stick, and I'm excited to work with leaders who are ready to step up and make inclusion a core value.

Takeaways for You:

• Engage with Humor: Expect to learn through laughter as we break down the barriers to inclusion using humor and real stories.

• Tailored for You: Every session is customized to address local leadership challenges and opportunities.

• Interactive & Fun: It’s not just talking—it’s doing. My stories and games make inclusion feel real and actionable.

Lesson Learned:

Inclusion isn’t just a nice idea—it’s an ongoing commitment to action. And with the right preparation and mindset, we can make space for everyone. So remember, “when you lead with laughter, you make room for action!”

P.S. There are still a few dates available, and I’d love to bring the tour to your city or organization! If you’re ready to get serious—and have a bit of fun—about inclusion, drop into my DM's and let’s make it happen! 🎤🌍

Breaking Bias in AI: The Fight for Fairness and Profit

Artificial intelligence can be like a rowdy toddler—smart but unpredictable, especially when it comes to fairness. While it holds incredible potential, it’s not immune to bias, often reflecting prejudices buried deep in the data and the people who create it. Recently, I was featured in a news article by Forskning where we explored how we can prevent AI from serving up answers with built-in biases. Tackling this issue isn't just about ethics—it's also good business. Ensuring AI is inclusive opens doors for better products, a broader customer base, and, ultimately, higher profits.

AI’s Big Blindspot: Hidden Bias

Artificial intelligence, despite being seen as cutting-edge, can be blind to fairness. This happens when AI systems are trained on data that reflects historical inequalities, leading to biased decisions. These biases could show up anywhere—from hiring processes to customer service chatbots. But here’s the kicker: it’s not just the algorithms. The people behind the algorithms—those developing and deploying AI—are just as crucial. In the Forskning article, we discussed how diverse teams and inclusive workplaces are key to ensuring AI systems are equitable and fair.

When teams are made up of people with different backgrounds, perspectives, and experiences, they’re more likely to spot overlooked issues with the data and question biased outcomes. Without that diversity, companies risk reinforcing the same old patterns of exclusion.

Key Takeaways:

• Diverse teams drive fair AI: Inclusive workplaces help identify and fix bias before it harms your business.

• Bias-proof your AI: Start by using diverse data, and keep testing for fairness as you go.

• Ethics = Profit: Businesses that prioritize fairness in AI will attract more customers and build stronger brands.

Lesson Learned: Inclusion Is the Profit Engine

AI needs diverse minds to be truly inclusive. Fix the bias, and you’ll unlock a world of new opportunities.

P.S.

I want to extend my heartfelt thanks to Kristiania University College and Taran Cecilie Skjerdal for making this article possible!

Trust, Leadership, and Inclusion: Lessons from Bangladesh

Today I got to meet with Tanjil Ahmed Ruhullah FCILT BSc (Hons) LLB (Lond.) and Asif Iqbal, at Interport Maritime Ltd. It honestly felt like a masterclass in inclusive leadership. They are both dynamic leaders who absolutely embody the ethos of diversity, equity, and inclusion. Tanjil shared how Interport, a company launched in 2021, is rapidly growing and Asif showcased his vision for shaping the future of corporate leadership in Bangladesh through a culture of trust, mentorship, and inclusivity.

Inclusive Leadership at Work: Building on Shared Experiences

Interport’s focus on cultural diversity and inclusive practices is one of the driving forces behind their success. Asif reflected on how their company brings together people from different backgrounds, men and women from Bangladesh and beyond, to create a more efficient, welcoming workplace. Breaking with traditions, they are leading, inspiring, and breaking barriers. Asif also highlighted the importance of trust as the foundation of leadership—Interport fosters this trust through mentorship programs and inclusion initiatives.

One of the more heartwarming aspects of our conversation was their shared passion for storytelling. The illustrtations from “The Sins and Wins of Inclusive Leadership” have not only resonated with him personally but are tools he can share at both work and home. They even floated the idea of publishing a Bangla version of the book to make it accessible to the next generation of Bangladeshi leaders.

Key Takeaways:

• Cultural Diversity: Celebrating diverse experiences and encouraging collaboration between men and women has created a thriving and innovative work culture in Bangladesh.

• Trust and Mentorship: Trust is at the core of leadership at Interport, supported by mentorship programs that empower employees from all walks of life.

• Future of Training: They have a shared vision of a future where leadership training in Bangladesh includes everyone, regardless of background, breaking traditional norms and embracing diverse talents.

Lesson Learned:

“Inclusion, trust, and diversity take time", but as Tanjil says—"take it one step at a time, and the milestones will follow!”

P.S. If you’re as excited as I am about promoting inclusive leadership in Bangladesh, reach out! Tanjil and Asif are laying the groundwork for a more inclusive future, and they could use your support—whether that’s sponsoring a local leadership book launch or getting involved with their mentorship programs.

Confidently Inclusive: The Key to Powerful DEI Conversations

The reality is that bringing up Diversity, Equity, and Inclusion (DEI) can feel uneasy at best, especially when you're not the one holding all the power. Often, the people facing exclusion are the ones expected to speak up, and that can feel incredibly intimidating. But here’s the truth: you don’t need all the power to make an impact. I created the Confidently Inclusive workshop, inspired by the outstanding work of Nadia Mastantuono, Fiona Onochie, and Tamara Dancheva at GSMA, to give folks the tools to confidently guide DEI conversations. My 11-step methodology helps you hit your audience where it matters—in the head, the heart, and the hands—so you can turn challenging talks into opportunities for real change.

Power Dynamics in DEI Conversations

Here’s what I’ve seen happen too often: those who face exclusion are the ones bringing DEI issues to those in power. It’s like trying to fight an uphill battle. But when you’re confidently inclusive, you approach those conversations with a strategy that helps you change the way people think and act. I created my 11-step framework—to help people handle DEI conversations, even when the power dynamic feels lopsided.

• Head: Appeal to logic. Show the data that proves why DEI matters—from productivity to employee retention. Your audience needs to understand that DEI isn’t just about doing the right thing; it’s smart business.

• Heart: Connect emotionally. Tell your personal story. People respond to emotion, so don’t shy away from making it personal. When you can tie your own experience to a larger issue, it creates empathy and understanding.

• Hands: Inspire action. Give your audience a concrete reason why they should take action. Whether it’s about better team collaboration, innovation, or even profit margins, show them why DEI benefits everyone.

You don’t just want your audience to think about DEI—you want them to feel it and then do something about it.

The 11 Steps to Confidently Inclusive Conversations

Here are 3 of the 11 key steps from my framework that will help you steer these conversations with clarity and confidence:

• Trust Anchors: Build trust by linking your message to values everyone can agree on—like fairness or innovation.

• Yeah But, Yes!: Address the inevitable objections head-on. When people in power push back, acknowledge their concerns but keep reinforcing your message with confidence.

• Killer Fact: This step involves delivering a surprising fact or statistic that sticks with your audience long after the conversation is over.

The Confidently Inclusive method isn’t just a list of ideas—it’s a unique strategy that combines emotional, logical, and practical appeals to make sure your message lands and drives action.

Key Takeaways

• Hit the Head, Heart, and Hands: Use facts, emotions, and clear calls to action to persuade your audience to think and act on DEI issues.

• Prepare for Pushback: Know that resistance is coming, and have your data, story, and strategy ready.

• Everyone Deserves a Voice: Even if you don’t have the power, you still have the right—and the tools—to speak up.

The Lesson: Confidence Creates Connection

Being confidently inclusive means knowing how to balance emotion, logic, and action. When you can hit your audience in the head, heart, and hands, you turn a tough conversation into an opportunity for real change.

P.S. Ready to master DEI conversations? Contact me about my 11-Step Confidently Inclusive workshop to learn how to drive your DEI messages home. And shoutout to Nadia Mastantuono, Fiona Onochie, and Tamara Dancheva for inspiring this work with their incredible leadership at GSMA!

Cold Boss or Office Mom? The Toxic Labels Holding Women Back

It’s a story I've heard from so many women in leadership: If you’re too assertive, you’re labeled cold or aggressive, and if you’re too nurturing, you’re cast as the office "mom." This Catch-22 puts women leaders, especially women of color, in a constant battle to balance warmth and authority. Meanwhile, their male counterparts don’t face the same dilemma. In fact, men are often rewarded for behaviors that penalize women—empathy makes them seem approachable and beloved, while being cold is seen as a sign of strength and drive.

The Leadership Double Standard

Women leaders walk a fine line between being too "soft" or too "harsh." They are expected to manage with empathy, yet any deviation from a stereotypically nurturing role is met with criticism. As I've been told by leaders like Belén Luna Sanz, Julia Goering, Patricia Auseth, Ingrid Woodhouse, and Beate Nygardshaug, there’s power in staying authentic and leading from a place of inclusion and balance, rather than conforming to outdated molds of leadership. Their approach to leadership reflects strength through empathy, decisiveness with care, and a commitment to leading inclusively.

At the intersection of gender and race, the situation worsens. Women of color face compounded bias, where they are often seen through a harsher lens and judged more negatively. Men, on the other hand, are praised no matter how they choose to lead. When they show empathy, they are celebrated for being approachable and caring, and when they are cold, they’re admired for their stoicism and strength.

Key Takeaways

• Toxic Traits for Survival: Women often feel pressured to adopt traditionally masculine traits, perpetuating a cycle of toxic leadership.

• Intersectionality Matters: The biases faced by women leaders are heightened for women of color, who experience multiple layers of discrimination.

• Men vs. Women: Men are rewarded for empathy and stoicism alike, while women can be penalized for both.

Lesson Learned

Don’t trade authenticity for authority. Confidence isn’t cold, and kindness isn’t weakness!

P.S. Shout out to leaders like Belén Luna Sanz, Julia Goering, Patricia Auseth, Ingrid Woodhouse, and Beate Nygardshaug—who show us that you don’t have to choose between empathy and effectiveness. How are you navigating this Catch-22? Let’s continue the conversation in the comments!

Balancing Ego and Advocacy: The Challenge of Letting Go

Lidia Best , CPACC dropped into my DMs recently to give me a nudge, and not the kind I could brush off. She pointed out that my dynamic captions, which I’ve been so proud of, weren’t accessible for the Deaf and hard-of-hearing communities. Dynamic captions are animated, often moving text that highlights specific parts of speech or visually syncs with the tone of the video. They’re flashy and engaging, often used by content creators to add a bit of flair. But here’s the catch: unlike static captions, which provide straightforward, consistent text at the bottom of the screen, dynamic captions can be difficult to follow for those who rely on captions for accessibility. My first reaction? Defensiveness. I mean, I knew about the accessibility issues, but I loved those captions. They’re flashy, fun, and let me play in the same league as younger creators with huge followings. They felt like a badge of pride—a sign that I was keeping up with the times.

Caught Between Passion and Responsibility

Lidia’s message forced me to confront the tension between my identity as a creator, a scientist, and an advocate. I had invested a lot—emotionally and financially—in the software that made those dynamic captions possible. They allowed me to produce content that felt fresh and engaging, and let’s face it, a bit flashy. But Lidia’s gentle, yet firm, reminder brought me back to the core of what I stand for: inclusion. My initial response to her was to question the standards, cite research, and cling to my beloved captions. But as our conversation unfolded, it became clear that my personal attachment was at odds with the values I’ve committed to championing.

Key Takeaways

• Balance Ego and Advocacy: It's easy to get attached to the tools and methods that make us feel relevant and creative, but advocacy requires a readiness to prioritize inclusion over personal preferences.

• Listen to the Community: Data is important, but the lived experiences of those we aim to include are just as critical. Dynamic captions may look cool, but they weren't working for the Deaf and hard-of-hearing communities I’m committed to supporting.

• Continuous Learning: Leadership in inclusion means recognizing when it's time to adjust, even if it’s uncomfortable. I needed to let go of the dynamic captions, knowing that inclusivity has to come first.

Lesson Learned

Advocacy over ego, every time. It’s tempting to stick with what makes us feel innovative, but if it isn’t accessible, it’s not truly innovative.

P.S. Let's keep pushing for evidence-based standards in accessibility—Lidia and I have more work to do, and I’m grateful she spoke up. Tagging Lidia Best , CPACC Best and 🦻 Meryl Evans, CPACC (deaf) for their ongoing advocacy, and encouraging you all to join the conversation.

Solving Big Challenges with Inclusive Leadership: Lessons from a Long-Time Colleague

Last week, I caught up with an a couple of long-time colleagues, John Smith and Randy Louden, two people I’ve known since the earliest days of my career at Citi! Our conversation revolved around the massive organizational changes large multinational companies often face. We discussed the immense challenge of putting into practice new solutions to tough problems and doing so without alienating anyone and ensuring everyone feels they belong in the new version of the company. This got me thinking about how inclusive leadership is not just a buzzword—it’s the key to successfully driving large-scale change.

How Inclusion Drives Innovation in Complex Times

Large organizations, especially multinationals, face significant challenges when implementing changes that affect their entire structure. As companies scale and diversify, the complexity of these changes grows exponentially. The stakes are high: a misstep can lead to employee discontent, customer alienation, or even reputational damage. However, inclusive leadership offers a roadmap for navigating these challenges.

Inclusive leadership is about more than just making space for diverse voices—it’s about actively involving these voices in decision-making processes. When leaders create environments where everyone feels empowered to contribute, the solutions they develop are not only more innovative but also more sustainable. This approach turns potential pitfalls into opportunities for growth, ensuring that no one is left behind as the organization evolves.

Key Takeaways:

• Empowerment Leads to Innovation: By using their power to create space for new voices, leaders can unlock innovative solutions to complex problems.

• Sustainable Change Requires Inclusivity: Changes that consider the perspectives and needs of all stakeholders are more likely to succeed and be embraced by everyone involved.

• Avoid Alienation Through Collaboration: Ensuring that everyone feels they belong in the new structure prevents employee discontent and fosters a unified, motivated workforce.

Lesson Learned: Inclusion Equals Solutions

When facing large-scale change, remember this: inclusion equals solutions. By making inclusivity a central part of your leadership strategy, you not only address the immediate challenges but also lay the groundwork for a more resilient and innovative organization.

P.S. Ready to lead your organization through change with inclusive practices? Let’s chat! Reach out to explore how inclusive leadership can help you solve your toughest challenges and create a thriving workplace for everyone.

When Prioritizing Women Causes a Man-Sized Outcry

During the pandemic, a university leader faced a tough decision: how to bring researchers back to their offices while balancing the unique challenges posed by remote work. Aware of research showing that women, particularly those in heterosexual couples, were shouldering the brunt of childcare and domestic labor, he proposed prioritizing young women researchers' return to the office. The response was mixed—appreciation from the women and anger from older men who felt slighted.

Understanding the Challenges of Inclusive Leadership

When leading inclusively, decisions often involve navigating complex dynamics and diverse needs. This university leader's attempt to address the gendered impact of remote work during the pandemic is a prime example. The decision, rooted in empathy and data, recognized the unequal burden on women. However, the backlash from some male colleagues underscores the challenges leaders face when making choices that disrupt traditional expectations. Balancing inclusivity often means some will feel left out, especially when the status quo is challenged.

Key Takeaways

• Inclusive leadership requires tough decisions: Addressing inequities means acknowledging and acting on uncomfortable truths, which might not always please everyone.

• Empathy is essential: Understanding the unique challenges faced by different groups can guide more equitable decisions.

• Prepare for pushback: Inclusive decisions can provoke resistance, especially from those who feel their privileges are being challenged.

Lesson Learned: Empathy Over Entitlement

When you lead with empathy, you may ruffle a few feathers, but it’s a necessary step to ensure everyone has the chance to spread their wings.

P.S. Let’s continue this conversation. What tough decisions have you made in your leadership role that sparked a debate? Share your story in the comments below!

Why "Boring" is the Ultimate Failure in Leadership

If there's one thing I never want to be called, it's "boring." I'd rather have my students—and yes, even my audience—leave feeling challenged than walk away with nothing but apathy. This isn't about shock value; it's about impact. And in leadership, the stakes are even higher.

The Danger of Playing It Safe

In the world of inclusive leadership, playing it safe often equates to being irrelevant. Leaders who aim to avoid controversy or discomfort end up stagnating, losing the very talent they wish to cultivate, and failing to foster an environment of innovation. Why? Because they’re too afraid to take risks. When you avoid the hard conversations, you lose the opportunity to grow. And if you're not growing, you're just standing still while the world moves forward without you.

Key Takeaways:

• Risk Over Comfort: Embrace discomfort to foster innovation and growth.

• Impact Over Approval: Aim to challenge your team, not just to please them.

• Engagement Over Apathy: Keep your audience engaged, even if it means they won’t always agree with you.

Lesson Learned: Be Bold Never Be Boring

Leaders, remember this: playing it safe is the quickest way to become irrelevant. If you want to make a difference, you need to be bold, not boring. Push boundaries, invite discomfort, and, most importantly, keep your audience engaged—even if they don’t always like you.

P.S. What risks are you taking to avoid being boring? Share your stories, and let’s keep the conversation going!