May 11, 2026
In the first two articles in this series, we explored the foundation of Legacy in Action: Inspiring Tomorrow’s Leaders. We began with Mentor Intentionally, highlighting the power of guiding emerging leaders with purpose and focus. We then examined Empower Risk-Taking, showing how creating space for thoughtful experimentation builds resilience and confidence. In this third pillar, we turn our attention to Champion Inclusion—creating leadership that reflects the diversity and complexity of the world we serve.
The workplace today is more diverse than ever—not just in demographics but in mindset, experience, age, communication style, and expectation. The next generation of leaders will represent a broader spectrum of identities, backgrounds, and perspectives than any generation before them. That is not a challenge to legacy; it is one of its greatest strengths. To ensure that tomorrow’s leaders thrive, we must champion inclusion.
Inclusion goes beyond representation. It is the environment we create—the culture that tells people they belong, their voice matters, and their ideas are valued. It shows up in everyday leadership behaviors: how decisions are made, whose input is sought out, and whether diverse perspectives are truly leveraged rather than simply acknowledged.
Leaders who shaped our industries understood something profound: Innovation comes from difference. When people with varied life experiences analyze the same problem, they generate stronger ideas and more creative solutions. Markets expand. Blind spots shrink. Organizational cultures become more resilient and future-ready.
But inclusion cannot be assumed—it must be demonstrated. It appears when leaders invite quieter team members into the conversation, challenge group thinking, elevate historically overlooked talent, and rewrite systems—not slogans—to remove barriers and create access.
Next-generation leaders are watching. They are learning from how we treat people, communicate across differences, and model respect, empathy, and fairness. Inclusion also drives engagement and retention, fostering workplaces where people can contribute authentically and grow.
The most powerful impact of inclusion is its multiplier effect. When one person feels seen and supported, they create psychological safety for others, inspire collaboration, and widen the path for those who follow. Championing inclusion is not a program—it is a leadership practice. A leader’s legacy is measured by how many people feel seen because of them. When we champion inclusion, we build leadership that is bold, compassionate, and powerfully diverse.
Terri-Lynn Levesque
Vice President of Administration, Royal Containers
AICC Chairwoman
