The concept of 'IN-ness' that I explore in The INclusive Leader centers on the idea of embedding inclusion deeply and meaningfully into every aspect of leadership and organisational practice. It is not just about making surface-level adjustments to meet diversity goals or ticking boxes, it is about fully integrating Diversity, Equity, Inclusion, and Belonging (DEIB) into the culture, systems, and everyday decisions within schools and Multi-Academy Trusts (MATs).

What is 'IN-ness'?

'IN-ness' is a deliberate and conscious approach to leadership that emphasises being in tune with individuals, involved in creating opportunities, and intentional about fostering environments where everyone feels they belong. The idea is to go beyond inclusion as a concept and turn it into a practice that influences how we lead, connect, and make decisions.

At its core, 'IN-ness' is about:

INtegration: Ensuring DEIB is not an afterthought but a foundational element of school policies, teaching practices, recruitment processes, and leadership decisions.

INfluence: Using your position as a leader to advocate for inclusive practices and challenge systems that perpetuate inequities.

 INvolvement: Actively engaging all stakeholders, students, staff, and the wider community in shaping an inclusive culture.

Why 'IN-ness' Matters

'IN-ness' transforms inclusion from being a set of initiatives to a way of thinking and being. It helps schools and MATs:

Cultivate a sense of belonging for students and staff.

Create equitable opportunities for everyone to thrive.

Build trust and collaboration across diverse teams.

Address systemic inequities and biases in meaningful ways.

'IN-ness' in Practice

An example of 'IN-ness' might be how a leader approaches recruitment. Instead of simply ensuring that job advertisements mention equal opportunities, a leader with 'IN-ness' examines the barriers preventing underrepresented groups from applying or succeeding in the hiring process. They take steps to address those barriers such as offering coaching, reevaluating selection criteria, or broadening recruitment outreach.

The 'IN-ness' I discuss in The INclusive Leader is a call to action for leaders to deeply embed inclusion into their leadership philosophy and practices. It’s about fostering an environment where inclusion is not an event or a checklist but a lived experience that defines how we lead, connect, and grow. It challenges leaders to think not only about what they do but also about how they can create lasting, meaningful change for those they serve.