Inclusion that works: Leadership in the messy middle

In this edition of the Business Insights Series, I sat down with Cynthia Fortlage, a seasoned leader and founder of The Fortlage Collective, to explore a bold and practical philosophy: how inclusion can drive real business results. 

Cynthia brings over 30 years of global leadership experience across corporate, feminist, and LGBTQ+ advocacy arenas. From boardrooms in North America to policy discussions at the UN, her journey spans strategy, advocacy, and identity, all now channelled into a movement for inclusive leadership.

The Fortlage Collective, rebranded in 2025, is her vehicle for transformation. The Fortlage Collective functions as a vibrant nexus of partnerships (12 and counting), expanding Cynthia’s mission to foster environments where every person feels they belong. 

This article dives into her fresh take on DEI ( Diversity, Equity, and Inclusion), her compelling concept of “acceptance without understanding,” and the economic reasoning behind her advocacy. We talked about metrics, mentoring, and what she calls “the messy middle”, that complex but fertile ground where real leadership grows.

Her vision? A future where inclusive intelligence, leadership, and economics are not just buzzwords but business necessities. In our conversation, we unpacked ideas that are both refreshingly grounded and quietly revolutionary.

From Services to Strategy: The Fortlage Collective Story

Cynthia’s entrepreneurial path began with curiosity, long before clarity about her exact direction emerged. Originally launched in 2017 as CAF Services, her business served as a flexible umbrella for all the professional offerings she delivered: from training programs to consulting gigs, speaking engagements to advocacy projects. It was a sandbox for experimentation, a way to respond to market needs while exploring what truly resonated with her values.

By 2025, that evolution crystallized into something far more focused and visionary: The Fortlage Collective. The new logo marked more than a visual change; it served as a declaration of purpose. Cynthia had identified her true north: inclusion. Not as a checkbox or corporate initiative, but as a guiding framework that could transform leadership, drive economic value, and foster deep societal change.

“The Fortlage Collective is really focusing in aspects of inclusion… specifically focused on leadership from the Inclusion Collective perspective.”

Today, the Collective is built on three interconnected pillars: The Inclusion Collective (her core leadership development and consulting arm), Transitions and Truths (focused on storytelling, personal growth, and writing), and the Acceptance Foundation (a global philanthropic ambition to teach 1 billion people about “acceptance without understanding” by 2050).

At the center of it all is Cynthia, a solo entrepreneur with the force of a small agency. She partners with 12+ aligned organizations that help scale her vision without diluting its soul. These partnerships serve both tactical and transformative purposes, expanding the depth and reach of Cynthia’s work. As she put it, one new collaboration can unlock an entire new channel of value exchange and impact.

Her model allows her to stay small and agile while delivering big. She doesn’t rely on massive internal teams or corporate infrastructure. Instead, she taps into a dynamic network that expands her capabilities while maintaining a high-touch, values-driven approach.

What truly sets The Fortlage Collective apart is this commitment to inclusion that reaches beyond surface-level DEI. Cynthia’s mission is to help organizations rewire how they define success, moving from rigid KPIs to metrics that reflect real inclusion, belonging, and human flourishing. And she makes it personal. She meets leaders where they are, and invites them into a conversation about what kind of cultures they want to build.

Inclusion extends far beyond being a line item in a report; it reflects a comprehensive leadership mindset that shapes culture and strategy.

The Business Case for Inclusion

Let’s face it: many leaders are still stuck in the idea that DEI is a feel-good initiative. Cynthia flips that narrative, positioning inclusion not as a nice-to-have but as a strategic imperative deeply tied to the core mechanics of business success.

“We need to talk about those investments, as we turn on investments, and they need to have some aspect that’s helping our organization be successful.”

What sets Cynthia apart is how she operationalizes inclusion. This moves beyond theory into tangible, real-world execution. Her model is built around three pillars that make inclusion measurable and actionable: inclusive leadership, inclusive intelligence, and inclusive economics. She works with senior leaders in confidential, one-on-one mentoring settings, helping them develop the confidence and competencies needed to lead inclusively, especially in environments that might not yet be ready for that kind of leadership.

Her inclusive intelligence framework focuses on skill-building, empowering leaders with the tools to navigate bias, manage conflict, and foster belonging at every level of the organization. Cynthia specifically points out that many leaders are hesitant to admit where they need help in public DEI settings. That’s why she offers private, judgment-free mentorship designed to meet them where they are and help them grow in confidence.

But she doesn’t stop there. Through her inclusive economics model, Cynthia takes things into the boardroom with over 40 business metrics she has curated and researched to help companies assess what inclusion means for them.

SAP research shows that employees who feel a strong sense of belonging can increase job performance by an average of 56%, reduce sick-day call-ins by 75%, and cut workforce turnover by 50%. These metrics go beyond superficial indicators, incorporating measures related to productivity, retention, innovation, and one striking insight: inclusive cultures unlock 15–20% of discretionary effort from employees. That’s a hidden performance boost just waiting to be tapped.

She’s helping leaders connect the dots between inclusive behavior and organizational performance, whether that’s through better retention, increased discretionary effort, improved innovation, or market adaptability.

And here’s the kicker: Cynthia’s background in tech gives her an analytical edge. She recalls using the “seven why” root-cause method in IT problem solving, and now she applies that same curiosity-driven analysis to leadership and inclusion. Why are people disengaged? Why do some DEI programs stall? Keep asking, keep uncovering.

Vlad: “You put an unexpected perspective on it through the language of the corporate perspective… it’s one of the better attitudes.”

Recent McKinsey research from 2023 shows that companies in the top quartile for gender diversity on executive teams are 39% more likely to outperform their peers on profitability. The business case for gender diversity has more than doubled over the past decade, reinforcing Cynthia’s argument that inclusion is not a feel-good initiative, but a strategic lever for growth.

Cynthia’s approach moves beyond checking boxes and focuses on building resilient, future-ready organizations through the lens of inclusion.

The Power of Acceptance Without Understanding

Perhaps the most personal and transformative part of our conversation was Cynthia’s philosophy of “Acceptance Without Understanding.” This principle serves as the cornerstone of her writing, her mentorship, and her spiritual mission to reach one billion people by the year 2050 through the Acceptance Foundation.

“Acceptance without understanding is to accept the human being as they are, not as you perceive them.”

It sounds radical, but it’s simple. Cynthia challenges the cultural norm that says we must understand something before we accept it. Especially when it comes to people. We are conditioned, from childhood through corporate life, to ask “why?” before extending respect or inclusion. Cynthia turns that completely on its head. Her belief? Start with acceptance, and let understanding come through authentic, non-judgmental dialogue.

Her idea is not without precedent. She draws parallels from spiritual traditions, including her own journey through Catholicism. Think of how people accept religious mysteries like the Holy Trinity without full intellectual comprehension, this is the same muscle, she argues, that we can use to extend empathy to each other.

“Acceptance does not mean agreement. And acceptance does not mean tolerance. Acceptance… means people know they have safe spaces where they feel they belong.”

This reframing bridges philosophy and practice, grounding inclusion in actionable steps for everyday leadership. In business, it enables leaders to create environments where dialogue can happen before defensiveness sets in. It opens the door for real human connection, which is the foundation of trust, loyalty, and innovation. Cynthia’s message is clear: before we can build inclusive systems, we must start with inclusive hearts.

This concept serves as a guiding light for how we can show up at work, in leadership, and in life, influencing not just ideas but also actions and attitudes.

The Messy Middle: Where Real Leadership Happens

Business isn’t black and white. Cynthia calls it “the messy middle” and argues that’s exactly where leaders need to operate. In her words, this is where decisions are hardest, ambiguity is highest, and the stakes often feel personal. Real leadership is not defined by being right, but by the willingness to stay open, listen, and learn in complex moments.

“Business decisions are made and live in the messy middle. And that means you need to be prepared.”

The messy middle is where opposing viewpoints collide, where priorities pull in different directions, and where the answer isn’t always clear, or comfortable. Cynthia explains that most real-world challenges don’t live in extremes. They live in trade-offs, gray areas, and emotionally charged conversations. Inclusion, she says, is the only sustainable toolkit for navigating that landscape.

Inclusion brings the humility to listen, the structure to facilitate meaningful conversations, and the resilience to stay present in discomfort. That’s where trust is built, and that’s where progress actually happens.

“If you come in with your point of view as the only right point of view… you’re not ready to have a conversation in the messy middle.”

Cynthia uses her own leadership journey to model this mindset. She’s navigated corporate boardrooms, feminist movements, and LGBTQ+ advocacy, all spaces full of complexity and tension. Her insight? Real leadership emerges not from certainty, but from a willingness to remain curious and open in complex environments.

This is where inclusive leadership shines: not by avoiding tension, but by leaning into it with purpose and care.

Inclusion Means Everyone. Yes, Even Men.

Cynthia isn’t afraid to challenge taboos, even within the inclusion space. When she asked corporate teams in London, “How’s your men’s ERG(Employee Resource Groups) doing?”, the reaction was often confusion. And that was her point, because the silence around that question reveals a blind spot. Inclusion can’t be selective.

“You don’t see that everyone needs safe spaces to feel that they can belong.”

Often, DEI efforts unintentionally leave some groups out, particularly men, assuming that inclusion only needs to address historically marginalized communities. But Cynthia’s philosophy goes further. She emphasizes that if we truly believe in inclusion, we must include everyone in that equation. This means creating spaces for men, too, especially in workplaces where the cultural conversation has swung so far that they feel they must step back rather than speak up.

She practices 4th wave feminism, focused on intersectionality and true equality. That means recognizing not only the unique struggles of women and marginalized groups but also the value of allyship and shared growth. It’s a powerful stance in today’s often polarized gender dialogue.

“If we’re going to exclude them on one hand, we can’t say we’re including them on the other, just because it benefits us in that conversation.”

Her approach centers on widening the lens to lift everyone up, while still honoring the needs of those historically excluded. In Cynthia’s world, men’s inclusion complements broader progress, playing an essential role in creating truly inclusive spaces. When men feel seen and supported in inclusive environments, they’re more likely to step into ally roles, challenge outdated norms, and help accelerate systemic change.

This is what real inclusion looks like: messy, broad, and powerful. It asks us to look beyond checklists and demographic boxes, and to consider the complex emotional landscape of modern workplaces. Cynthia’s leadership invites all of us to join the table, and to make sure there’s room for everyone.

Conclusion: A New Lens for Inclusive Leadership

Cynthia Fortlage isn’t offering feel-good platitudes. She’s building a framework for leadership that is deeply human and unapologetically strategic. In Cynthia’s model, inclusion serves as a compass, guiding leadership, culture, and strategy with purpose and integrity. And if we can lead from that messy middle, we just might unlock potential we didn’t even know was there.

Her approach challenges the performative and superficial DEI strategies that have become all too common. Instead, she delivers a deeply reflective, systems-aware model that puts people, not just policies, at the heart of transformation. Cynthia makes a compelling case that inclusion acts as an ethos shaping how we measure success, engage in dialogue, and lead through complexity, moving beyond the confines of isolated initiatives.

“You frame this in a way that I find fascinating… People still have to have a framework to operate in the messy middle.” , I concluded.

So what’s the invitation here? It’s to pause, look at your current leadership style, and ask: am I prepared to lead from the messy middle? Am I building spaces where acceptance without understanding can live? Am I using inclusion as a strategy for resilience and innovation, or just as a bullet point in a presentation?

Whether you’re a business owner, a team leader, or simply someone navigating tough conversations at work or in life, Cynthia’s philosophy offers not just insight, but a roadmap. One that might just be what we need in this polarized, fast-moving world.

And if you’re ready to go further, we’d love to explore how inclusion can become a strategic advantage for your organization too.