Positive change on inclusion can only come about through concerted, meaningful and intentional action. At the CIPD we know that while the business case for diversity and inclusion is useful, financial outcomes are not the ultimate goal for inclusion at work. Creating shared value and distributing it to various stakeholders in its different forms is more important than driving business performance for financial stakeholders alone. If organisations are to achieve fair and sustainable forms of work that benefit all stakeholders (workers included), we need to locate inclusion at the centre of strategy and practice. It’s therefore crucial that people professionals help leaders in their organisations to move beyond bottom-line thinking and instead consider a very real and achievable alternative that works for all stakeholders, workers included: the triple bottom line in which workplaces are fair, transparent and inclusive.