Inclusive Leadership
Leading Across Difference with Cultural Humility and Belonging
Build inclusive leadership through theatre pedagogy bridging cultural differences with humility, belonging, and anti-discrimination action—creating equitable systems, stakeholder trust, and high-performing diverse teams every organization needs.
What This Programme Is
Inclusive Leadership develops capacity to bridge difference, create genuine belonging, address systemic inequity, and lead inclusively across cultures, identities, and worldviews. Grounded in Vernā Myers's distinction that "diversity is being invited to the party; inclusion is being asked to dance," Ibram X. Kendi's antiracist framework moving beyond "not racist" to actively antiracist, and Tervalon and Murray-García's cultural humility emphasizing lifelong learning, this program builds leaders who create environments where all people truly belong. Integration with stakeholder management frameworks enables effective engagement across difference.
Who This Is For
Leaders navigating diverse, global, multi-generational workforces
Anyone committed to antiracist and equitable organizational systems
Executives building cultures of belonging beyond diversity metrics
Leaders managing complex stakeholder relationships across difference
Those ready to examine own identity, privilege, and bias
Format
Highly experiential using character immersion across difference, status exercises revealing privilege dynamics, Image Theatre visualizing identity intersections, Meisner technique for deep listening, Forum Theatre practicing interventions, and Theatre of the Oppressed analyzing systemic barriers.
What You'll Develop
Core Capabilities:
Identity awareness: understanding own identities, privileges, blind spots
Cultural humility: lifelong learning across difference, not cultural "competence"
Recognizing and interrupting bias and microaggressions
Creating belonging: moving from tolerance to authentic inclusion
Antiracist systems: identifying and dismantling inequitable policies
Stakeholder management across difference: Freeman, Svendsen, Mitchell frameworks
Key Competencies:
Five dimensions: self-awareness across identity, cultural humility, recognizing/interrupting bias, creating belonging, antiracist systems, stakeholder management
Tervalon & Murray-García's cultural humility vs. competence
Sue's microaggression taxonomy and interruption
Epler's allyship: action, not just intention
Tapia's inclusion paradox: honoring difference while building unity
Freeman's stakeholder theory and Svendsen's engagement framework
