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At this week’s HR Vision event, I posed a critical question: What power and privilege do YOU hold? Because leadership isn’t just about what we do – it’s about what we enable.

The Leadership Gap: The Responsibility of HR, L&D, and Leaders

As an experienced HR and L&D professional, I know that we are key architects of workplace culture. The systems and processes we create can either be enablers of diverse success or barriers to inclusion. Too often, we unknowingly reinforce obstacles that exclude talented individuals.

This is where privilege plays a crucial role – if we don’t recognise the advantages we take for granted, we can’t create real change.

Recognising Privilege: A Personal Wake-Up Call

I never noticed the absence of a lift at my train station – until I was very heavily pregnant, struggling to climb the stairs. Privilege works the same way. If a barrier doesn’t affect us, we don’t see it. But for others, those barriers are ever-present.

Inclusive leadership requires us to see what we previously ignored and actively dismantle the obstacles holding people back.

The Invisible Obstacles Holding Talent Back

Through my work with Employee Resource Groups (ERGs) and leadership teams, I’ve seen recurring struggles for under-represented employees including and definitely not limited to:

• Being overlooked for opportunities
• Navigating damaging stereotypes and biases
• Lacking clear feedback, development and sponsorship

These are not personal shortcomings; they are systemic failures. And it’s on us – HR, L&D, and leaders – to fix them.

Why I Wrote Let Go Leadership

Initially, Let Go Leadership was just about SHARE Leadership – the five key behaviors that help leaders delegate, empower, and share power effectively: Seek feedback, Have accountability, Adapt, Reconnect, and Empower.

But in my interviews with countless leaders, I saw a deeper struggle. Leaders weren’t just failing to let go – they were terrified to.

We place enormous expectations on leaders to empower others, yet we don’t equip them for the mindset shift required to do so.

Letting go isn’t just about delegation; it means tackling imposter syndrome, redefining control, and creating a compelling vision for your living legacy – one that makes space for diverse talent without seeing it as a threat.

That’s why I expanded the book to include two more critical parts:

1. Self-Leadership – Confront your own biases, imposter syndrome, and internal barriers.
2. SHARE Leadership – Adopt the behaviours that enable inclusion and empowerment.
3. Sustain Leadership – Build a leadership legacy that thrives beyond your tenure.

Letting go doesn’t mean quitting or losing control. It means leading with intention, clarity, and a vision for the future that doesn’t depend on your presence.

The Call to Action for All Leaders

If you’re in HR, L&D, or a leadership role, ask yourself:

• How does my privilege shape my perspective?
• Where am I holding onto power that I should be sharing?
• What systems am I upholding that exclude others?

Inclusive leadership isn’t a checkbox – it’s a choice. And that choice starts with you.

So, what will you do differently?