Find answers to our most frequently asked questions

We believe the 360 ILC differs from other inclusive leadership assessments in three ways:

  1. A comprehensive and engaging and practical framework: Not all 360 assessments are created equal, with the underlying measurement framework key to its effectiveness. Developed by internationally recognized experts in inclusive leadership, the 360 ILC is grounded in our extensively researched Inclusive Leadership Compass model. Structured around the four core practices of inclusive leaders, the Inclusive Leadership Compass helps orient leaders’ attention towards the primary sites of influence and action (i.e. Self, Others, Team and Organization), allowing leaders to more confidently and intentionally role model inclusion across different leadership contexts.
  2. Insightful and actionable feedback to support behavioral change: The quality of feedback you get from any 360 tool depends on the instrument, the questions asked and the nature of coaching and resources supporting the process itself. The questions in the 360 ILC are observable and behaviorally based. In addition, debriefs are conducted by highly experienced, accredited coaches with this process supported by our comprehensive “Inclusion Acts for Leaders” guidebook, helping leaders translate their report insights into practical, everyday actions.
  3. The response scale utilized: The 360 ILC adopts a 5-point “Extent” scale minimizing the risk of false positives inherent in other scales, helping to generate more accurate feedback responses, and facilitating greater differentiation of leadership impact.

The Inclusive Leadership Compass (ILC) framework is grounded in the following construct of inclusion, which is based on research by Deloitte (including that of ILC co-founder, Bernadette Dillon) and Bersin by Deloitte, and which comprises four distinct elements: 


“First, people feel included when they are treated “equitably and with respect. Participation without favoritism is the starting point for inclusion, and this requires attention to non-discrimination and basic courtesy.


The next element relates to “feeling valued and belonging.” Inclusion is experienced when people believe that their unique and authentic self is valued by others, while at the same time have a sense of connectedness or belonging to a group.


At its highest point, inclusion is expressed as “feeling safe to speak up” without fear of embarrassment or retaliation, and when people “feel empowered to grow”… Clearly, these elements are critical for diversity of thinking to emerge.”

The ILC translates this measurable outcome into the leadership behaviors required to achieve it.  Specifically, the ILC defines the four practices of a highly inclusive leader with the overarching competency being inclusion – that is, the ability to adapt to and empower diverse talent (“Others” dimension) and to harness team diversity to create value (“Team” dimension).  This ability is enabled by a leaders’ disposition toward equality and an openness to difference (“Self” dimension) and reinforced through system-based measures aimed at promoting an inclusive climate (“Organization” dimension).  

In this way, there are a number of elements that facilitate Inclusive Leadership, which are reflected in the 16 Focus Areas of the ILC framework. These elements, comprise individual attributes, sub-competencies, and other measures.  Many of these elements overlap with other more traditional leadership competencies, however, they are uniquely adapted to the diversity context (e.g., treating people with respect vs treating people with respect regardless of their background, etc.). 

Please contact us directly to discuss costs.  We offer flexible reporting and debrief options, including volume discounts and the option of our Self-Managed Debrief, allowing the 360 ILC to be economically administered at scale.

The 360 ILC has been created for the purpose of feedback and development – not ‘assessment’.  Our intent is to provide a safe and confidential way for leaders to understand and build their inclusive capability.

Our flexible debrief options and internal accreditation program allows the 360 ILC to be scaled across your organization.  For example:

  • Your senior and other influential leaders: We recommend the 360 ILC coupled with a 1:1 debrief.  This debrief may be conducted by one of our own 360 ILC coaches, or we can accredit coaches within your organization to do these. 
  • Other leaders and people managers: We recommend the 360 ILC coupled with our self-managed debrief option. In this format, leaders are guided through the review of their report and development of an action plan with the assistance of our comprehensive support resources.  Where required, additional support is offered to specific leaders and people managers participating in this option (e.g., for those who have been rated as less effective).   


For organizations seeking to cascade inclusive capability development more broadly, we have also developed an Individual Self-Assessment that allows individuals who are not leaders or managers of people to reflect on their own mindsets and behaviors and identify actions to engage with others more inclusively.

Yes, the 360 ILC can be integrated into other development interventions, to further enhance the leader learning journey.  For example:

  • Front ending the 360 ILC experience with our (abridged) Foundations workshop: Our (abridged) Foundations workshop can be delivered to leaders prior to their participation in the 360 ILC process and is designed to create a shared understanding of key concepts relating to DE&I and inclusive leadership, inspire participants to lead more inclusively and to set the scene for participation in the 360 ILC process itself. 
  • Back ending the 360 ILC experience with our Inclusive Leadership learning modules: Following the 360 ILC process, leaders can continue their development journey over a 3-, 6- or 12-month period by participating in one or more of our learning modules targeting specific aspects of Inclusive Leadership (e.g., creating a psychologically safe team).  To promote strategically led professional learning, we recommend the contents of the sessions be informed by the results of the 360 ILC.  A train-the-trainer delivery module is available for large leadership populations.


Alternatively, we can speak to you about how the 360 ILC can be integrated with existing inclusive leadership programs within your organization. 

The 360 ILC is administered on the Qualtrics platform.  Qualtrics is trusted by more than 10,000 organizations globally and provides the comfort of security and 24-hour a day customer support.  

We can provide interested organizations with a demo of the 360 ILC process. Please contact us directly to discuss. 

Yes, conducting the 360 ILC periodically is a great way to measure the impact of leadership interventions and capability development.

Our ‘Inclusive Leadership Foundations Workshop’ introduces leaders to fundamental concepts relating to inclusive leadership, including the Inclusive Leadership Compass (ILC) framework, as well as some everyday behaviors they can adopt to foster inclusion. Practical and interactive, this 2-hour workshop incorporates a self-assessment, which is based on an abridged version of our comprehensive 360 ILC tool, to help participants begin the process of self-reflection into their inclusive leadership shadow. As part of this, participants are provided with practical strategies to address any (perceived) development areas identified.

 Please contact us directly to discuss. 

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Inclusive Leadership Assessment and Development Solutions