Today's inclusive leaders have courage, as well as strong interpersonal and collaborative skills. Their cultural intelligence is reflected by a mind-set open to perspectives different from their own. This mind-set allows them to create a rewarding work environment in which everyone's voice is heard. They develop and unleash the strengths of all their employees, and this helps the organization get better business results. Since many organizational structures are becoming flatter and more collaborative, inclusive leadership is considered a "future-proof" leadership practice. There is virtually no risk that inclusivity will become irrelevant in the future; instead, it will become more valuable over time, both in the security industry and the business world at large. The challenge for leaders is finding how to leverage their experience and insight to encourage this brighter future. This may not come easy. Some argue that diverse organizations and workforcesespecially those with employees from multiple generationscan be more complicated and difficult to manage. And generally, inclusive work cultures do not organically occur; they take effort, encouragement, and investment. First, investing in both current and future leaders is essential for a diverse organization. Here, the human resource department plays a key role. HR leaders should consider endorsing customized training opportunities for different organizational leadership levels in order to cultivate attitudes and actions that support diversity and inclusion. Effective training helps self-reflective employees further develop new perspectives