Promoting diversity and inclusion is not always easy. At INLEAD, we help you rise to the following common challenges.

Lack of commitment: Managers and executives may not (yet) recognise the added value of D&I

Lack of understanding: Managers and employees may not have a clear idea of what D&I actually means

Difficulty of developing an inclusive culture: It is a challenge—and occasionally requires a change of mindset—to create and sustain an inclusive culture

Resistance to change: Managers and employees may feel their behaviour is being challenged or may not see any personal benefit

Unconscious bias: Implicit prejudices can influence hiring decisions, promotions and daily  interactions with employees

Lack of representation: Building a diverse workforce can be difficult without the capacity to attract and retain diverse talent

Business continuity: Demographic trends are creating a shortage of skilled workers and managers

Profitability: D&I initiatives must be supported by management and propagated throughout the organisation if they are to succeed


The business case for diversity and inclusion

D&I promotion goes far beyond corporate social responsibility. Find out how D&I leadership practices can give your organisation a competitive edge.

Business performance: Diverse and inclusive organisations perform better financially and achieve higher profits and market shares than more homogeneous organisations

Talent: Talented leaders and professionals often see a commitment to diversity and inclusion as a key factor when choosing an employer

Innovation: Teams with diverse backgrounds and perspectives are better able to solve complex problems and develop new and innovative ideas

Image: Companies that are seen as diverse and inclusive enjoy a better reputation and can set themselves apart in the market

Business development: In tendering procedures, more and more companies are explicitly seeking heterogeneous organisations as business partners

Compliance: In many countries, promoting D&I in the workplace is a legal requirement, with non-compliance leading to legal and financial sanctions

Employee engagement and morale: Employees in diverse and inclusive organisations have higher levels of engagement and morale, leading to higher productivity and job satisfaction

Employee turnover and retention: Employees are more likely to stay with organisations that value and support them

For your investors: Beyond financial performance, investors are increasingly interested in sustainability and ESG (environmental, social and governance) factors, including D&I

For your customers: Besides enjoying a more positive image, companies that reflect the diversity of their customers are better able to understand and meet their needs

INLEAD’s D&I Competency Model

We have years of experience working with organisations and their leaders in the field of diversity and inclusion. Drawing on our insights, we developed the Competency Model below. We use this model in designing our leadership training programmes and e-learning modules.

The model encompasses the main competences a leader needs to successfully leverage the benefits of diversity.

Inclusion & Diversity
Want to learn more about our D&I Competency Model?

Contact us or make an obligation-free appointment.

INLEAD’s D&I Activation Model

D&I initiatives often fall short—or are neglected altogether—because they do not enjoy the support of management or the company as a whole. Even companies that do take D&I seriously often struggle to achieve positive and sustainable results.

Despite the many benefits to D&I, there are certain challenges that need to be actively addressed.

Inclusion & Diversity

INLEAD has developed a comprehensive model to help you harness the potential of D&I in your organisation. The model focuses on activating support at four levels:

  • Culture and Strategy
  • Management and Leadership
  • Organisation and Processes
  • Talent and Teams.

At the heart of any successful D&I strategy are managers and leaders as role models and shapers of organisational culture.

Want to learn more about our D&I Activation Model?

Contact us or make an obligation-free appointment.

Posts & videos

Hier finden Sie unsere Artikel, Denkanstösse und Meinungen zu Themen im Bereich Diversity und Inclusion Management.

Veuillez trouver, ci-dessous, nos articles, pistes de réflexion et avis sur des thèmes en lien avec la gestion de la diversité et de l’inclusion.

Find here our articles, food for thought and views on topics in the field of diversity and inclusion management.

Aktuell – Actuel – Hot topic:

1. E-learning series on diversity and inclusion for leaders and people managers
2. Leadership Effectiveness Self-Assessment Score

INLEAD e-learning series on diversity and inclusion for leaders and people managers

Introducting INLEAD e-learning series designed especially for line and people managers. Our e-learning package helps activate diversity, and foster equality, equity and inclusion in an effective, practical and cost-efficient way (01.09.2021).

Panel-Diskussion: Agilität und Inklusion

Teilnehmer an der Panel-Diskussion zum Thema Umgang mit den Unerwarteten, anlässlich des Inclusion Summit Zürich 2021 (18.06.2021).

How to engage men in the diversity debate?

Speaker at AIJA’s Women Network webinar, November 2020. AIJA International Association of Young Lawyers (26.11.2020).

Videoserie «Vielfalt & Inklusion (D&I) einfach erklärt – für Managementteams und Führungskräfte»
#1 Was bedeutet Inclusive Leadership und wozu ist es relevant?

Erfahre mehr über Inclusive Leadership und weshalb es für Dich als Führungsperson so wichtig ist.

#2 Woraus bestehen Inklusionskompetenzen in Details?

Lerne die fünf führungsrelevanten Qualitäten der Inklusionskompetenz im Detail kennen.

#3 Welche Bedeutung und welchen Wert hat Vielfalt im wirtschaftlichen Kontext?

Erkenne die Relevanz von Vielfalt für die Schweizer Wirtschaft.

#4 Inwiefern unterscheiden sich Inklusion und Integration?

Integration und Inklusion werden im Kontext von Diversity oftmals als Synonyme verwendet. Sie sind jedoch zwei unterschiedliche Konzepte.

#5 Welche Parallelen gibt es zwischen einem Bettler und einer Führungsperson?

Was kannst du als Führungsperson von einer Geschichte über einen Bettler lernen?

Le leader inclusif, l’alchimiste de la diversité

Les entreprises ont compris que la diversité est un puissant levier de croissance. Mais la conduite d’une équipe aux profils hétérogènes exige du courage et une bonne connaissance de soi-même. Analyse.

Article dans le magazine HR Today, 29.03.2019

Blogserie «Vielfalt und Inklusion» in Zusammenarbeit mit der Kalaidos Fachhochschule Schweiz
Vielfalt entscheidet über Geschäftserfolg (1/4)

Vielfalt, oder auch Diversität, ist in aller Munde. Kein Tag vergeht im heutigen Wirtschaftsleben, ohne dass nicht über das Thema gesprochen, geschrieben, gebloggt, ja gar getagt wird. Aber wieso? Was ist das Bedeutsame an Vielfalt?

Blogbeitrag, Kalaidos Fachhochschule Schweiz, 13.05.2019

Vielfalt: die kritische Rolle der Führung (2/4)

Vielfalt ohne Inklusion bringt keinen Vorteil mit sich. Die Verantwortung, eine inklusive Unternehmenskultur zu gestalten und zu erhalten sowie daraus einen Wettbewerbsvorteil zu ziehen, liegt beim Kader und den Teamleitenden des Unternehmens.

Blogbeitrag, Kalaidos Fachhochschule Schweiz, 05.06.2019

Vielfalt: Integration oder Inklusion? (3/4)

Inklusion sei der Schlüssel zum Erfolg, wenn es um Vielfalt geht – so heisst es zumindest. Aber was genau bedeutet Inklusion? Hiess das Erfolgsrezept bis anhin nicht Integration?

Blogbeitrag, Kalaidos Fachhochschule Schweiz, 05.08.2019

Hauptherausforderungen der Inklusion, die 3 Ks (4/4)

Die 3 Ks – Kommunikation, Kollaboration und Konflikt – stellen die Hauptherausforderungen im Teamalltag dar.

Blogbeitrag, Kalaidos Fachhochschule Schweiz, 04.09.2019