Inclusive leaders recognize inclusion is more than a moral obligation; it’s a business imperative.

Based on our research, the most inclusive leaders have shared behaviors that guide their actions. As a result, their teams perform better and drive much higher profitability as compared to non-inclusive leaders. Those common behaviors fall into seven categories:

Business Process
Leading Self and Others

Course Description

What do inclusive leaders do? What specific actions do they take to demonstrate a commitment to inclusion?

Join Melissa Majors, CEO of Melissa Majors Consulting, for a “blame-free” examination of how to become a more inclusive leader. During this course, Melissa reveals best practices, research, tactics, and habits of the most inclusive leaders.

This discussion is for all leaders; leaders of self, people, initiatives, and organizations. After attending this program, participants will be able to:

  • Identify and describe concepts such as intellectual humility,

    tactical empathy, and intersectionality.

  • Apply tactics and habits used by inclusive leaders.
  • Unlock access to social posts, job aides, and toolkits to help

    build inclusive habits.

Education Options

A crowd-pleasing and engaging experience, masterfully delivered in-person or online.
Self-Paced online course. Individual and group pricing available.
4-week program provides executive cohorts with a physiologically-safe environment ideal for true self-discovery, peer-to-peer learning, and actionable insights.



Intersectionality is the cumulation of being even more different as compared to those who hold power in organizations. The Scale of Intersectionality is a visual representation of how people who are even more different have a harder time earning trust.
Our brains tell us to prefer familiarity. If someone is like us, we’re more likely to trust and include them. The more different others are, as compared to those with power, the more likely they are to experience a lack of trust and scrutiny. Unfortunately, this experience results in a negative physical and emotional toll resulting from working even harder to earn trust.
Inclusive leaders recognize this visceral reaction to differences and take action to mitigate barriers to earning trust.