What is inclusive leadership?
Leader inclusiveness consists of visible words and actions that invite and appreciate others’ contributions, helping reduce the silencing effects of hierarchy and professional status.
Assess whether your words, decisions, and team systems genuinely invite and value contributions across differences in status and identity.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does inclusive leadership mean?
Leader inclusiveness consists of visible words and actions that invite and appreciate others’ contributions, helping reduce the silencing effects of hierarchy and professional status.
Why it matters at work
An open invitation is insufficient when access, airtime, influence, safety, and recognition remain uneven. Inclusive leaders notice those conditions and redesign participation without treating one person as representative of a group.
What this assessment measures
Invitation & access
Making participation possible and actively seeking perspectives that status or process may suppress.
Safety & response
Responding to questions, disagreement, mistakes, and identity-related concerns with respect and curiosity.
Influence & accountability
Ensuring contributions affect decisions, credit is fair, and patterns are examined with evidence.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your inclusive leadership foundation
Your answers identify situations where a small, visible practice could make this capability more dependable.
A developing inclusive leadership pattern
You use this capability in some conditions. Focus on the dimension that becomes least reliable under pressure.
A strong inclusive leadership pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and evidence from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Ingrid M. Nembhard and Amy C. Edmondson (2006), “Making It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams”, Journal of Organizational Behavior.