Why is inclusive leadership so urgent right now?
Because the world has changed—and not always for the better.
Our book Simplifying Inclusive Leadership explores both the moral and business case for inclusive leadership. But it also addresses a harder truth: even with progress in policy and awareness, systemic inequality persists—and in many places, it’s regressing.
The Moral Case: A Matter of Justice
Equity, diversity, and inclusion (EDI) is about more than metrics. It’s about human dignity.
From civil rights and decolonisation to Black Lives Matter and #MeToo, inclusion has always been a moral imperative—rooted in fairness, safety, and shared humanity.
Yet the numbers tell a sobering story:
- Women are 42% of the global workforce but just 28% of managers.
- Black and Hispanic women in the US earn only 70% and 65%, respectively, of white men’s salaries.
- Discrimination—racial, age-based, religious, gendered—remains pervasive worldwide.
Progress has not been linear. In fact, post-COVID, we’ve seen a dangerous anti-EDI backlash, especially in political discourse. From LGBTQ+ rights to positive action, the progress we’ve made is increasingly under fire.
The Business Case Still Stands
Yes, inclusion is also good for business:
- It fuels innovation.
- It improves decision-making.
- It increases engagement and performance.
But that’s not the whole story. When we only frame EDI as a strategic advantage, we risk missing the point.
Now More Than Ever, We Need Inclusive Leadership
Crises expose inequality—and deepen it.
If we want organisations that don’t just survive, but thrive with integrity, we need leaders who:
- Know how to centre inclusion, not sideline it.
- Ground their efforts in justice, not just outcomes.
- Hold moral clarity, even when it’s not politically convenient.
This is the leadership challenge of our time.
