Supporting the well-being of employees isn’t just the right thing to do—it’s essential for organizational resilience and success. Inclusive leadership is the secret sauce for creating workplaces that foster physical, mental, and emotional health. Research is crystal clear: when leaders embrace inclusivity, they build not only healthier teams but also a more adaptable, innovative, and successful organization.

We’ve made inclusion too theoretical.

Most DEI efforts still focus on concepts: psychological safety, implicit bias, belonging. And don’t get me wrong—these are vital for research, policy, and awareness. But if we’re serious about change, we need to stop thinking inclusion and start doing it.

What happens when a clinical tool is considered “accurate” - but only for some people.

We’ve all been in classrooms where the slides are clean, the syllabus is clear, and the room is… flat.

We’ve all seen it happen.

Someone says the wrong thing in a meeting. Uses outdated language in a public talk. Fumbles through a question that’s clumsy but clearly not malicious.

Let’s get one thing straight: If your leaders aren’t accountable, you do not have a feedback culture.

At first glance, it sounds like a badge of honor. A leader says, “I’ve never gotten a complaint in five years.” Cue the applause… right?

“Shut up so they don’t shut down.”

It’s the line I say most on stage and the one that gets repeated back to me months (sometimes years) after a keynote. Not because it’s shocking, but because it lands. Hard.

We’ve taken steps to remove bias in pitches, blind auditions saved orchestras, anonymized CVs reshaped hiring, and nameless grading boosted fairness. But when high-stakes academic pitches like Master’s and PhD thesis defenses are on the line, women step in fully visible: names, voices, demeanors, all in view. With no anonymity, there’s no filter for bias.

Let’s be honest: most senior leaders claim to value feedback, learning, and fresh perspectives. But hand them a piece of advice from someone younger, newer, or lower on the organizational chart and suddenly, that openness disappears.

In my high school during the late 1990s, discussions about HIV/AIDS were filled with misinformation and homophobia. These conversations, often led by my teachers, reflected the prevalent prejudices in the small, rural community where I went to school. But one day, I felt compelled to speak up, and I challenged the idea that the epidemic was the fault of gay men and expressed the unpopular belief in the largely conservative Christian community that there was nothing wrong with being gay. This moment marked the beginning of my journey toward advocating for LGBTQIA+ inclusion.

Ever had a job that followed you home? Maybe it was a boss who kept emailing at midnight, or a client who assumed you were available 24/7. In hospitality, it’s even trickier—business happens after hours, in social settings, where the line between work and personal life disappears.

Picture this: You’re at the airport, waiting to board, when you hear the familiar announcement—except this time, something’s different. Instead of “Ladies and gentlemen,” the gate agent says, “Hello, everyone.” It’s a small shift, but one that speaks volumes. Delta Air Lines, under the leadership of Keyra Lynn Johnson, has made the decision to update its gate announcements to be more inclusive. And just like that, a simple phrase becomes a statement about belonging.

Inclusive leadership is a proven driver of productivity and innovation. My recent white paper, Inclusive Leadership Trends for 2025, dives deep into the data, showing exactly how inclusive leadership transforms organizations. Spoiler alert: it’s not fluff; it’s science-backed, actionable, and packed with opportunities for leaders to level up.

What if the secret to leading isn’t speaking up—but stepping back? When leaders shift the spotlight from themselves, they create trust, boost collaboration, and establish a foundation for innovation. Creating space for others to shine might is the ultimate power move.

Walk into any workplace and ask if fairness, respect, and equal opportunity are good things. Most people will nod along. Ask if they believe in diversity, equity, and inclusion (DEI), and you might get eye rolls, skepticism, or outright hostility. The disconnect? DEI isn’t some radical concept—it’s just common sense. But somewhere along the way, we forgot to explain it that way.

When we talk about innovation in the automotive industry, we usually think of cutting-edge tech, sleek designs, and powerful engines. But what if the biggest innovation wasn’t under the hood? Rolls-Royce is proving that real innovation is about inclusivity. With their “Being Like Me” series, employees are sharing personal stories to build understanding and psychological safety. And with managers trained in inclusive leadership, they’re ensuring no one feels the need to hide who they are at work-as I teach my leadership students, "we need to see the spectrum of the human experience".

Teaching is as much an art as it is a science. When 95 of my master’s students reflected on the course I taught on "Ethics, Sustainability, and Society," their words painted a vivid picture of a teaching style that’s inclusive, impactful, and inspiring. But what exactly stood out to them?

Oslo’s snow removal system quietly upholds inequality. The city prioritizes clearing roads for cars, leaving sidewalks, bike lanes, and bus stops buried under snow and ice. On paper, it might seem logical—cars and emergency vehicles are considered vital for mobility. But the reality? This system disproportionately benefits car drivers, who are overwhelmingly white men, while disadvantaging women, immigrants, elderly people, children, and individuals with disabilities. These groups are far more likely to rely on walking or public transport. It’s not just inconvenient; it’s inequitable and dangerous.

Collaboration fuels every successful organization, and the secret sauce is inclusive leadership. When leaders build trust, foster communication, and embrace diversity, the results are nothing short of extraordinary. This is the premise of the first chapter in my white paper, where 10 groundbreaking studies prove how inclusive leadership transforms teamwork into a competitive advantage.