Leading inclusive cultures is an inside out process, it starts with our understanding of our own personal leadership to ensure the environments we inhabit are inclusive of everyone. Change starts with acknowledging inequality, learning about our bias and privilege, and sharing power and opportunity with people who have been marginalized. We need to look at how we can centre commitment, humility, courage or curiosity in our leadership and organizational process. We need to think critically about how systems have been designed, and who they benefit most. Then re-design them with inclusive practices. Equity is the outcome and should be central to everything we do. Diversity and Inclusion are both mechanisms that lead to equity.  Building trust through transparent data practices is crucial. When we openly share how we collect, use, and address data, this fosters accountability and shows commitment to real change. This transparency helps mitigate mistrust from the community and encourages more engagement and cooperation.  Utilizing data effectively, helps educate the public on ongoing inequalities and injustices, particularly those affecting Indigenous, Black, and other racialized communities. The data provides a foundation for confronting the legacy of colonialism and advancing social justice.  It also supports creating an inclusive environment where everyone, including seniors and young people, feels safe and valued. This process starts with personal awareness, continues with mindful learning, and is reinforced through intentional actions. Thus, leveraging data not only enhances the organization’s credibility but also strengthens its role in driving meaningful social change