Your Includer Talent: Making Room for Everyone
“Diversity is being invited to the party; inclusion is being asked to dance.” — Verna Myers
Some people can’t stand to see anyone left out.
They instinctively notice who’s sitting on the edges of the group. They sense who’s been excluded or overlooked and they feel compelled to bring them in. While others might not even realize someone’s been left out, these people are already pulling up a chair.
That’s the heartbeat of the “Includer” talent theme.
Part of the Relationship Building Domain, the “Includer” talent theme describes people who have natural sensitivity to exclusion and a deep desire for belonging. People high in “Includer” don’t just want everyone to have a voice; they want everyone to feel like they matter. They’re aware of invisible walls and unspoken dynamics, and they work to create environments where no one gets left behind.
“Includer” isn’t one of my Top 10 (it’s actually toward the bottom for me), but I deeply respect what it brings to the table.
“Includer” can be described as a social theme. My social talents come from my “Relator,” “Empathy,” and “Adaptability” talent themes. If I know someone well (Relator) and I can sense they feel left out (Empathy) and need to be included, yes, I will invite them in or I will step outside the group to spend time with them (Adaptability). But, if I don’t know a person well enough, I don’t possess the same level of awareness.
Someone with “Includer” will likely do that with anyone.
They’re the ones who widen the circle. Who pause to say, “Hey, did we hear from her yet?” Or “Let’s make sure they’re part of this conversation too.” When someone with “Includer” is in the room, I know we’re not going to leave anyone behind.
Includer in Action
Includer vs. Woo: Both are socially driven talents, but they operate differently. “Woo,” from the Influencing Domain, is about social breadth. It thrives on initiating new connections and enjoys the energy of meeting people, but doesn’t always aim to deepen or integrate those relationships. “Includer” is about social expansion; not just being part of the group, but actively working to widen it by bringing others in.
Includer vs. Relator: Again, both are socially driven talents. But where “Includer” is about social expansion, “Relator”, also from the Relationship Building Domain, is about social depth. “Relator” focuses on going deep with a few trusted individuals, investing time and energy in strengthening those one-on-one bonds.
Leverage Your Includer Talent
Lead with Includer
Spot exclusion early. You notice who’s not speaking up, who’s not in the loop, and who’s being left out—long before others do. That insight is critical in leadership. Use it to make meetings, decisions, and cultures more inclusive.
Create space. Whether it’s a team brainstorm or a company-wide initiative, you help people feel safe, seen, and welcome. Your presence sends a powerful message: You belong here.
Expand impact. You bring a more complete picture into the room by making sure all voices are heard. That leads to better decisions, stronger teams, and cultures that truly reflect their people.
Work with Includer
Honor their radar. When someone with “Includer” says, “We’re missing a voice,” trust them. They often pick up on social dynamics others miss.
Balance reach and depth. People with “Includer” want everyone involved. That’s beautiful! But it can also lead to overwhelm. Partner with those who help them prioritize and focus when needed.
Empower their advocacy. “Includers” often speak for those who can’t (or won’t) speak up. Listen to them. And if you’re a leader, create systems where they don’t have to carry that responsibility alone.
Live with Includer
Guard your energy. Your heart is big and your awareness of others can be exhausting. Make time to step back and refill your own cup.
Trust your pull. That quiet nudge to invite someone in? It matters. Keep following it. You never know how deeply your welcome can impact someone’s life.
Redefine inclusion. Remember that inclusion isn’t just about being in the room; it’s about belonging in the room. Help create environments where people can show up fully as themselves.
Coach Someone with Includer
Ask about the edges. “Who’s missing?” “Whose voice hasn’t been heard?” “Who do you think is feeling left out?” These are gold questions for someone with “Includer.”
Validate their awareness. Help them see that their instinct to include is not just social—it’s strategic. Diverse voices make better outcomes. Their talent creates better teams.
Support boundaries. People with “Includer” can feel personally responsible for everyone. Help them discern when to step in and when to step back.
Discover the Strength of Your Includer Talent
Do you notice who’s being left out? Do you go out of your way to make people feel included? Do others see you as someone who creates a welcoming space wherever you go?
You might have “Includer” in your Top 5.
The CliftonStrengths® assessment can help you uncover whether “Includer” (or another strength) is one of your most valuable assets. Knowing how your energy works is one of the best ways to lead, live, and connect more intentionally—with yourself and with others.
👉 Discover Your Top 5 Talents
👉 Unlock All 34 of Your Talents
Want support creating a more inclusive leadership style or helping others feel like they belong?
