Inclusive Leadership in the era of AI: Better People, Better Teams, Better Decisions, Better AI

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In today’s multi-generational, diverse workplaces and markets, inclusive leaders recognise that empathy, not rigid (one-size-fits-all) frameworks or outdated management practices, is what truly drives performance and sustainable growth.

While some still resist or dismiss inclusive leadership and policies as “woke” - a word often misused and misunderstood by those using it to insult others – the reality is that inclusion benefits the vast majority of us, directly or indirectly. Examples include: pavements with kerb cuts, initially designed for wheelchair users but also used by people with prams, cyclists, those using zimmer frames, those pulling luggage, or those of us who’ve had to navigate pavements on crutches after an injury; automatic doors (designed for people with mobility challenges), subtitles or closed captions (for people who are deaf or hard of hearing but now used by those watching content in noisy environments), electric toothbrushes (originally created for people with limited grip or coordination), Velcro and many other assistive technologies and innovations, all stem from inclusive thinking and design.

Once people begin to connect Diversity, Equity and Inclusion (DEI) to their own lives, they begin to embrace inclusion

I have seen sceptical leaders completely rethink their position when they relate DEI to their child’s disability, for example. The same person who once dismissed DEI as unnecessary begins to see it differently once they understand that, thanks to inclusive policies, their dyslexic child can now access reasonable accommodations such as assistive technology or extra time – making their child’s learning possible in mainstream schools. That light bulb moment creates sustainable change and benefits us all.

Often products or adaptations invented for people from marginalised groups end up being used and enjoyed by people of all abilities and backgrounds

It is estimated that there are up to one billion people in the world (~16% of the global population), living with some form of disability, and this number is growing, driven by various factors including longer lifespans. 

Being a decent person should never be something to be ashamed of

Inclusion is not about political correctness or compliance, but about creating environments where everyone can thrive and be themselves. This is when we become better leaders and better people - at work and at home.

Click link to listen to this short podcast (4mins), exploring why leaders who lead with Emotional Intelligence (EQ), Cultural Intelligence (CQ) and Diversity Intelligence (DQ) are far more likely to identify bias in AI, as well as blind spots within their organisation and team cultures.

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If you’d like to learn more about embedding AI Literacy and Responsible AI in your organisation, then please free to contact me on LinkedIn or, visit ExecutiveGlobalCoaching.com to learn more about how we work

Subscribe below to receive an alert as soon as I publish new editions of my LinkedIn newsletters or, to read previous editions:

1. Responsible AI - (this one) Putting People and Culture at the heart of AI Strategy.

2. Leading with Emotional Intelligence (EQ)

3. Inclusive Leadership in the era of AI