The impact of Identification on building Inclusive cultures in organizations and how it influences leadership styles

Published On: November 13, 2023/6.3 min read/

In our rapidly changing world, the concept of identity has evolved, giving rise to a multitude of identities that were once marginalized or overlooked. While this expansion of identities is a testament to society’s progress in acknowledging diversity, it also presents a significant challenge in building truly inclusive cultures.

Jiddu Krishnamurti, considered one of the greatest philosophers and teachers off all time, offered a unique perspective on the concept of identification and its profound implications for personal growth and societal transformation. His teachings on identification provide valuable insights that can significantly contribute to the development of inclusive cultures in organizations.

Krishnamurti emphasized the need to examine and transcend the habit of identification, which he viewed as a significant source of conflict and division in both individuals and society. He argued that the act of identifying with a particular group, belief, or ideology often led to separation, prejudice, and exclusion. Krishnamurti believed that genuine understanding and inclusivity could only arise when individuals liberated themselves from these identifications and recognized their shared humanity.

Identity is no longer confined to the traditional categories of race, gender, and ethnicity. It now encompasses a broad spectrum of characteristics, including sexual orientation, religion, disability, neurodiversity, and more. As our understanding of identity expands, so too does the challenge of recognizing and respecting these identities in the workplace, educational institutions, and society at large.


The Challenge of Inclusivity

  • Complexity in Communication

As the number of identities grows, the potential for misunderstanding and miscommunication also increases. Different identities may have unique needs, experiences, and perspectives, making it challenging to create a communication framework that accommodates everyone.

  • Resource Allocation

Efforts to create inclusive cultures often require resources, including training, policies, and support systems. With an ever-expanding array of identities to consider, organizations and institutions may struggle to allocate resources effectively to meet the diverse needs of their members.

  • Unintended Exclusivity

Paradoxically, the pursuit of inclusivity can sometimes lead to unintended exclusivity. When specific identities receive more attention or resources, others may feel overlooked or left out, undermining the very inclusivity that organizations seek to achieve.


Strategies for Addressing the Challenge

  • Creating Safe Spaces for Dialogue

Encouraging open and respectful dialogue about identity-related issues is vital. Establishing safe spaces where people can share their experiences, concerns, and ideas can help bridge gaps in understanding and foster a culture of inclusivity.

  • Inclusive Policies and Practices

Developing policies and practices that are inclusive by design can help mitigate the challenges associated with the growing number of identities. Organizations should engage with employees or members from different identity groups to co-create policies that are relevant and supportive.

  • Intersectionality Awareness

Recognizing that individuals may hold multiple identities simultaneously, organizations and institutions should foster intersectionality awareness. This approach acknowledges that people’s experiences are shaped by the intersections of various aspects of their identity and helps create more nuanced support systems.

  • Ongoing Education and Training

To navigate the complexity of identities, continuous education and training are crucial. Organizations and institutions should invest in diversity and inclusion training that evolves with the changing landscape of identities, ensuring that everyone is equipped with the tools to understand and respect differences.


Krishnamurti’s vision can be distilled into several key principles that hold relevance for building inclusive cultures in organizations

  • Self-Exploration and Awareness

Krishnamurti advocated for deep self-exploration and self-awareness. In the context of organizations, this principle encourages employees to examine their own biases, assumptions, and identifications that might hinder inclusivity. By fostering self-awareness, individuals can identify their personal limitations and work towards overcoming them.

  • Freedom from Prejudice

His teachings emphasize the importance of freedom from prejudice. This notion translates into the workplace by encouraging employees to approach their colleagues without preconceived judgments based on factors such as race, gender, or cultural background. Recognizing that prejudice arises from identification with a particular group, his vision promotes a more open and accepting workplace culture.

  • Embracing Differences

His philosophy underscores the idea of embracing differences as a path to understanding and inclusivity. In organizations, this means valuing diverse perspectives and experiences and recognizing that these differences can enrich the collective knowledge and creativity of the team. It encourages leaders to celebrate diversity and promote an environment where all voices are heard.

  • Open and Honest Communication

An essential aspect of his vision is open and honest communication. This principle supports building trust within organizations. By fostering a culture where employees can express themselves without fear of judgment, organizations can break down barriers that arise from identifications and promote genuine dialogue.

  • Collaborative Decision-Making

His vision aligns with collaborative decision-making in organizations. By transcending individual identifications and working together, teams can make more inclusive choices that benefit all members, rather than favoring a particular group or agenda.


The expansion of identities has a profound influence on leadership styles in several ways

  • Inclusivity and Empathy

Leaders must now be more inclusive and empathetic, as they navigate a diverse workforce with a wide range of identities. Understanding the unique experiences and needs of different identity groups is crucial for effective leadership.

  • Adaptive Leadership

The ever-evolving landscape of identities requires leaders to be adaptive. They must be open to new perspectives, willing to learn, and capable of adjusting their leadership approaches to accommodate the diverse backgrounds of their team members.

  • Cultural Competence

Leaders need to develop cultural competence to lead effectively in a multicultural and multi-identity environment. This includes understanding the customs, values, and communication styles of various identity groups.

  • Conflict Resolution

With diverse identities come diverse opinions and potential conflicts. Leaders need to be skilled in conflict resolution and adept at mediating disputes, fostering understanding, and promoting a harmonious work environment.

  • Representation

Leaders are increasingly expected to promote diversity and inclusion within their organizations. They must actively work to ensure that individuals from various identity groups are represented in leadership positions.

  • Global Perspective

In an interconnected world, leaders must have a global perspective. They should be aware of international identities and cultural nuances, especially in organizations with a global presence.

  • Communication Skills

Effective communication becomes more challenging as identities become more diverse. Leaders must possess strong communication skills to convey their messages in a way that resonates with people from different backgrounds.

  • Accountability

Leaders are increasingly held accountable for promoting diversity and inclusion within their organizations. They must set measurable goals and track progress, demonstrating a commitment to creating a more equitable workplace.



The growing number of identities in our society reflects a positive shift towards recognizing and valuing diversity. However, this expansion also poses challenges in building inclusive cultures. To address these challenges, it is essential to promote open dialogue, embrace intersectionality, and create inclusive policies. These proactive measures can help organizations and institutions adapt to the evolving landscape of identity and ensure that inclusivity is a reality for all.

  1. Krishnamurti’s vision on identification provides a thought-provoking framework for building inclusive cultures in organizations. His emphasis on self-exploration, freedom from prejudice, embracing differences, open communication, and collaborative decision-making aligns with the principles of diversity and inclusion. By applying these principles, organizations can create environments that value every individual’s unique identity while fostering a sense of unity based on shared humanity. This, in turn, leads to more inclusive cultures where employees feel respected, heard, and empowered to contribute their best to the organization’s success.

The expansion of identities will continue to influence and transform leadership styles, by emphasizing the importance of inclusivity, self-exploration and awareness, adaptability, cultural competence, and a commitment to diversity and inclusion. Successful leaders in today’s diverse world must embrace these changes to foster positive and productive work environments.


Adnan Basaran

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