Inclusive Leadership
How walnut.coach helped Flipkart — India's leading e-commerce platform — build more inclusive, bias-aware leaders through a 5-module coaching journey and the immersive SWAY escape-room game.
A Scale-Up That Needed Inclusive Leaders
Flipkart came to walnut.coach with a forward-thinking mandate — to build the kind of leadership that would allow their diverse, large-scale organisation to truly harness the power of inclusion.
Unconscious Bias Was Shaping Decisions
Despite good intentions, leaders were making decisions influenced by biases around gender, generation, and background — often without realising it. Inclusion was aspirational, not yet operational.
DEI Was Understood, Not Practised
Teams had conceptual awareness of diversity and inclusion but lacked practical tools to translate that into daily leadership behaviour.
Difficult Conversations Weren't Happening
Leaders avoided uncomfortable topics around inclusion. Courageous conversations — about bias, belonging, and equity — were rare.
Hiring & Team-Building Were Biased
Without training on mitigating bias in decision-making, even well-intentioned leaders were perpetuating homogeneity in their teams.
Inclusive Leadership Program
A comprehensive 5-module coaching journey with the immersive SWAY escape-room game, designed to make unconscious bias undeniable and translate awareness into lasting behavioral change.
- Defining inclusive leadership and its importance in modern organisations
- Real examples of inclusive leadership in action
- Understanding the business case: how inclusion drives team performance, innovation, and organisational success
The SWAY game was unlike anything I'd experienced in a corporate setting. I thought I understood bias. The game showed me exactly where I still had work to do — and I'm genuinely grateful for it.
What Changed After the Program
Flipkart leaders left the program with real self-awareness, practical tools, and specific commitments to building more inclusive teams.
Leaders With Real Self-Awareness
Participants left with a clear-eyed understanding of their own biases, blind spots, and default behaviours — and the tools to interrupt them before they affected their decisions.
More Courageous Conversations
Leaders became more willing to raise difficult conversations around inclusion, belonging, and equity. The program gave them both the language and the confidence to do so.
Clearer Goals for Inclusive Teams
Participants set specific goals for how they'd build more diverse and inclusive teams — with concrete steps, not vague intentions.
A Shared DEI Language
Across the organisation, leaders now had a shared vocabulary and framework for inclusion — making it easier to hold each other accountable and to celebrate progress together.
Ready to Build a Thriving Team?
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