Beyond the Buzzwords: Inclusion Starts With Leadership, Not HR

Beyond the Buzzwords: Inclusion Starts With Leadership, Not HR

At Kholo, we help organisations navigate real system changes. One area where change is overdue? Inclusion.

Many companies have launched diversity and inclusion (D&I) programs: employee groups, training modules, inclusive design initiatives. Yet results are mixed.

Why D&I Commitments Often Fall Short

• Google has plateaued in representation, and reports suggest some targets are being rolled back.
• Microsoft tied D&I to performance reviews, boosting training participation — but employees questioned the impact.
• IBM has strong policy protections, but lived experiences vary across regions and teams.

The problem? Inclusion can’t live in HR alone. It must be owned by leaders, embedded in daily behaviours, not just policies.

Inclusion Requires Leadership, Not Just HR

True inclusion happens when leaders model inclusive behaviour: in meetings, in decision-making, and in how they engage with their teams.

Culture shifts when leaders take ownership of inclusion as a practice, not a compliance checkbox. As Diogo Silva put it:
“We take compliance seriously in banks. Why not inclusive behaviour?”

Psychometric Profiling as a Tool for Inclusive Leadership

One practical tool we’ve seen help is psychometric profiling — using frameworks like Talent Dynamics or StrengthsFinder. Not for hiring, but for understanding team dynamics.

These tools help leaders see:

• Where people thrive
• Where friction emerges
• Where unseen strengths are waiting to be unlocked

But tools are only as good as the leaders using them. They require support, context, and a commitment to revisit as teams evolve.

What Inclusive Leadership Looks Like in Practice

Inclusive leadership means:

• Reading beyond labels — no typecasting
• Spotting bias in perception and communication
• Matching people to work that energises them
• Creating trust through open conversations
• Revisiting insights as teams and contexts shift

Kholo’s Approach: Inclusive Leadership and Systems Thinking

At Kholo, our work in Lisbon, London, and globally focuses on helping leaders build inclusive cultures that last. We blend:

• Systems thinking — addressing inclusion as a systemic dynamic, not an isolated policy.
• Leadership development — equipping leaders to notice bias, adapt behaviour, and build trust.
• Culture change — shifting from compliance to lived, daily practice.

Conclusion: Inclusion Is Leadership in Action

Inclusion isn’t a buzzword or a box to tick. It’s how we lead.

At Kholo, we help organisations design inclusive, resilient cultures where leaders — not policies alone — drive real change. Book a call with Kholo.

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