Why Mindful Exclusion Is Important To Inclusive Leaders [Interview with Justine Lutterodt]

Justine Lutterodt is the Founder of the Centre for Synchronous Leadership and judge for the UK Diversity Legal Awards and Workplace Gender Equality Awards.

Find out about her considerable experience in this rare interview.

Here are some key messages from this episode:

  • Why “Mindful Exclusion” is important to leaders
  • Why people who are different need to “bridge” in order to succeed
  • The reason why leading an employee resource group tests leadership skills

Play the episode for more

Here are some key takeaways from this episode:

Mindful Exclusion can lead to better outcomes

“Inclusion is great when it’s done well, exclusion is great when it’s done well, in fact when it’s done well they become the same thing”

“Bridging” is required for minority groups to succeed

“People who are different have to bridge, if you want to be successful”

Leading Employee Resource Groups tests leadership skills

“Being a network leader is one of the best tests of being a leader because no one has to do what you say”

Here are some resources so you can go deeper:

Justine Lutterodt on Linkedin 

Centre for Synchronous Leadership

Walk the Tight Rope

Centre for Synchronous Leadership Twitter

UK Diversity Legal Awards

Workplace Gender Equality Awards

The 30 Per Cent Club

The Diversity League Table: Legal Profession

Michael Porter

Check out these related episodes of the show.

How To Challenge Perceptions and Maximise the Potential of Black Women in the UK Workplace [Book Review]

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences