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The Hadith paraphrased as 'every one of you is a leader' does not discriminate in gender in any way—both men and women are leaders. What does this mean in practice, and how are Muslim women perceived and received in line with this Hadith? Only in very recent years are Muslim women in Britain starting to occupy prominent positions: 13 Muslim women Members of British Parliament were elected in 2024; celebrities such as baker Nadia Hussain are regularly seen on British TV; and others such as Fatima Manji in the media. In this article, I explore how different 'contextual intersectionalities' influence and impact a Muslim woman and her leadership role. How does the intersectionality of her outward expression of faith identify her? How does a Muslim woman navigate a space where she is the leader and her skills are sought, yet her faith representation may instigate unconscious/conscious biases? Using an autoethnographic method, I investigate the impact of my identities as a Brown British Muslim woman in three distinct settings. First, in the professional and academic space of British Christian practical theology, where I was the first British Muslim to obtain a doctorate in the subject and was the first Muslim Trustee and Committee Member of the British and Irish Association for Practical Theology (BIAPT) between 2020 and 2024. Second, as a leadership advisor and executive coach to FTSE-listed companies, where I support C-suite leaders to generate sustained change in individuals, teams, and systems. And third, as a tutor and supervisor of proven business leaders to master the skills of coaching in their own right. I discuss how I am met in these spaces and the impact of that on my being. In conclusion, I call for increased understanding and awareness of the emotional tax paid by Muslim women who choose to take leadership roles. [ABSTRACT FROM AUTHOR]

Despite the subtle differences, the terms conversation and dialogue are frequently used interchangeably. Conversation is an informal exchange of ideas, thoughts, and opinions between two or more people; it occurs in a range of settings from formal to informal, without a specific goal or objective. Conversation is a 'model, method, end and means' (Pattison 2020, 88) of communication. On the other hand, dialogue refers to a more structured and intentional exchange of ideas and opinions between two or more participants with the aim of achieving a specific outcome; it is often more formal and structured. The aim of this paper is to draw attention to the delicate differences between dialogue and conversation and make a case for the use of the less formal methods of conversation in exchanges where human flourishing, belonging, and understanding are sought. This article is in three parts. First, the difference between dialogue and conversations is explored. Second, I introduce Appreciative Inquiry (AI) (Cooperrider & Srivastva, 1987) and its development for use in diversity, equity, and inclusion (DEI) conversations through The Lotus Model Process (Teller 2021, 404) with the seven types of conversation. Third, I present a report on a workshop where DEI topics of cultivating belonging and inclusion were explored by an international organisation. Finally, practice recommendations are made for using conversation as a methodological approach with the aim of creating spaces that enable belonging and understanding to emerge at an individual, team, and organisational level. [ABSTRACT FROM AUTHOR]