When I walked into Lord’s Cricket Ground recently – not for a match, but for a wedding – I didn’t expect to come away thinking about leadership.

The first painting I saw as I entered for the pre-reception tour was impressive and uplifting. It wasn’t of an English cricketer. It was of Sachin Tendulkar – the Master Blaster – one of India’s most revered sporting icons.

The portrait was right across from the tiny mock terracotta Ashes trophy that Lady Clarke had playfully presented to the winning Captain – apparently with the ashes of a burnt bail inside.

And that caught my attention. A portrait of Sachin, in pride of place at the spiritual home of cricket, said something important. About recognition, respect, and representation.

What followed was even more striking.

As I walked into the Long Room – the hallowed passage leading onto the pitch – the two portraits framing the doorway opposite, were of Bishan Singh Bedi and Kapil Dev. Two more Indian greats, standing literally at the threshold of cricketing tradition and action.

Around them, I noticed portraits of greats from Sri Lanka, the West Indies, and Australia. Yet there wasn’t an Ian Botham in sight.

On seeing the Tendulkar portrait, a slightly cynical thought had crossed my mind. I had wondered whether Sachin’s portrait was a single gesture – a polite nod to global cricketing talent.

But the deeper I went, the more I realised this didn’t appear to be tokenism. It was thoughtful curation – and a signal that the game belongs to everyone.

For me, this is what leadership should feel like.

Not a Nod, but a Norm

Many organisations today proudly showcase their diversity initiatives – panels, pledges, and posters celebrating inclusion. Yet, the true test lies not in the first impression, but in the lasting experience.

Just as Lord’s didn’t stop with one painting, inclusive leadership doesn’t stop at hiring one woman, one person of colour, or one “diverse voice.”

It’s about what happens in the Long Room – the culture-setting spaces where decisions are made, voices are heard, and power is shared. Are we creating environments where everyone’s contribution truly contributes to the future?

Or – in spite of all the evidence that diverse teams make better decisions – are we still curating diversity for display, not for dialogue?

Curation and Commitment

At Lord’s, the portraits didn’t feel like a well curated checklist. They felt like a commitment to the culture – embedded, not appended.

That’s what great leaders and cultures do: embed equity, empathy, and representation into the fabric of how things work.

True inclusion, like those portraits, doesn’t shout for attention. It’s there – it’s enabled and it’s appreciated.

What’s Your Long Room?

In the Long Room, the portraits evoked a feeling that has stayed with me – a feeling on inspiration. And that we influence through what we honour.

In leadership, the same holds true. Each day, your choices, rituals, and symbols shape the culture of your team.

How do these create space for diverse voices, ideas and perspectives to emerge?

 I was saddened to see the passing last week of Bishan Singh Bedi. Fortunately, his greatness has been captured, not just by the painting, but by video footage, photos, and extensive media commentary.