Skip to main content

    Interactive assessment

    Inclusive Leadership Assessment

    Measure your inclusive leadership behaviours across three dimensions: amplifying voice and equity, active allyship, and building belonging.

    Inclusive leadership is now a measurable performance capability, not just a value. Deloitte's research found that inclusive teams outperform their peers by 80% in team-based assessments, and that leader behaviour accounts for 70% of the variance in team inclusion. This assessment helps you understand where your inclusive leadership is strongest and where deliberate development will have the most impact.

    Questions or items
    15 questions or items
    Completion time
    Around 8 minutes
    Dimensions
    Amplifying Voice & Equity, Active Allyship, Building Belonging
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Amplifying Voice & Equity
    • Active Allyship
    • Building Belonging

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). Answer based on your actual behaviours, not your intentions. The most useful development insights come from honest self-assessment.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Amplifying Voice & Equity

    The extent to which you actively ensure all team members can contribute equally, regardless of seniority, style, or background.

    1. I actively notice when certain voices are dominating discussions and create space for others to contribute
    2. I check my own assumptions and biases before making decisions, particularly in hiring, promotion, and task allocation
    3. I ensure that credit for work is attributed accurately, not absorbed by the most senior or vocal team member
    4. I adapt how I communicate and develop people based on their individual needs, not a one-size-fits-all approach
    5. I advocate for equitable access to development opportunities, stretch assignments, and visibility for all team members

    Active Allyship

    The degree to which you take action to challenge exclusion, support marginalised colleagues, and use your position to advocate for others.

    1. When I witness exclusionary behaviour, a comment, an eye-roll, someone being talked over, I address it in the moment
    2. I use my influence and position to sponsor and advocate for people who have less access to power or opportunity
    3. I actively seek to understand the specific challenges faced by team members from different backgrounds, rather than assuming similarity
    4. I am willing to have uncomfortable conversations about discrimination, bias, or unfairness when they are needed
    5. I take action on inclusion issues even when they don't personally affect me

    Building Belonging

    Whether you actively create conditions where every team member feels genuinely valued, respected, and able to bring their whole self to work.

    1. People on my team would say they feel genuinely valued and respected, not just tolerated
    2. I make deliberate effort to understand what makes each team member feel included and connected
    3. I create opportunities for team members to connect across difference, background, function, level, and experience
    4. I model vulnerability and authenticity in ways that give others permission to do the same
    5. I regularly check in on whether team members feel they belong, and act on what I hear

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Developing, 15 to 34: Your inclusive leadership profile shows significant development opportunities. Inclusive behaviours are learnable, the research is clear that leaders who invest in this area see measurable improvements in team performance and retention. Start with your lowest-scoring dimension and commit to two or three specific behaviour changes.
    • Emerging, 35 to 52: You have some inclusive leadership foundations but significant variation across dimensions. You likely have genuine intent but may not yet have the specific behaviours and habits that translate that intent into felt experience for your team. Your lowest section is your development priority.
    • Capable, 53 to 65: You demonstrate solid inclusive leadership with real strengths. The opportunity now is to move from capable to consistent, ensuring these behaviours are present even under pressure, in difficult conversations, and in the decisions that matter most.
    • Strong, 66 to 75: You demonstrate strong inclusive leadership across all three dimensions. Deloitte's research suggests leaders with profiles like yours create teams that significantly outperform on innovation, engagement, and retention. Your opportunity is to develop other leaders to the same standard.

    Sources named in this diagnostic

    • Deloitte (2025) The Deloitte Global 2025 Millennial and Gen Z Survey. London: Deloitte.
    • Edmondson, A.C. (2018) The Fearless Organization. Hoboken, NJ: John Wiley & Sons.
    • McKinsey & Company (2023) Diversity wins: How inclusion matters. New York: McKinsey Global Institute.
    • World Economic Forum (2026) The Human Advantage: Stronger Brains in the Age of AI. Geneva: WEF.

    Where to take the next step

    Our leadership development programmes are bespoke, research-grounded and built around the human capabilities that drive lasting performance.

    Explore Leadership Development

    Frequently asked questions

    What does the Inclusive Leadership Assessment measure?

    Inclusive leadership is now a measurable performance capability, not just a value. Deloitte's research found that inclusive teams outperform their peers by 80% in team-based assessments, and that leader behaviour accounts for 70% of the variance in team inclusion. This assessment helps you understand where your inclusive leadership is strongest and where deliberate development will have the most impact.

    How many questions are in the Inclusive Leadership Assessment?

    It contains 15 questions grouped into 3 dimensions: Amplifying Voice & Equity, Active Allyship, Building Belonging.

    How is the Inclusive Leadership Assessment scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Inclusive Leadership Assessment?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

    More to explore

    You can change your cookie preference at any time by clearing your browser's local storage.