Inclusive leadership is not only shaped by policies, values statements or formal training. It is also built in the small everyday moments where managers choose whether to let something slide or respond with clarity and care.

"People get offended so easily these days."

This sentiment comes up frequently when discussing D&I, and I want to make an appeal to anyone reading this: Can we please stop focusing on offence in conversations about D&I? Why? Because although it's a fascinating subject, it serves as a smokescreen. I believe that D&I has nothing to do with taking offence. Here's why….

“But what if I say the wrong thing?”

My advice: stop worrying about that. You probably will at some point, and that's OK.