This study examines how inclusive leadership theory can be aligned with process design principles to strengthen the implementation of Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives within arts and cultural organizations. Although DEI has become a critical priority across different sectors, progress toward actual inclusion and representation remain inconsistent. Research shows that many diversity practices are ineffective, despite significant awareness and investment. Recent political shifts have intensified resistance, threatening to reverse past gains. Within the arts and cultural sectors, the mission to create spaces of belonging and visibility for all highlights the need for more structured, sustainable approaches to DEIB work, as institutional needs and operational realities diverge from those in other fields.

Method
This study adopts a conceptual research design supported by a narrative literature review. This approach connects the literature on DEIB, inclusive leadership theory, and process-improvement methodologies to explore their connections. Through interpretive analysis, the review will examine how principles associated with inclusive leadership align with the structural stages of the Six Sigma DMAIC framework with the objective of identifying how process design concepts can support systematic DEIB implementation within the cultural sector.

Results
The structured progression of the DMAIC model offers a systematic method for defining inclusion objectives, measuring organizational progress, analyzing barriers, improving practices, and controlling for long-term sustainability. These parallels suggest that integrating Six Sigma principles may provide cultural organizations with ways to operationalize inclusion more consistently and effectively. In applying the DMAIC model in this sector, we expect to identify new insights as to its applicability in both diversity and the cultural sector.

Conclusion
The findings propose that combining process improvement methodologies with DEIB goals can create a pathway for embedding equity and belonging into everyday organizational activity. This conceptual integration offers a potential model for institutions seeking to transform aspirational intentions into measurable progress.