Inclusion Isn’t a Concept—It’s a Capability

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.

Because here’s the truth: inclusion isn’t a concept—it’s a capability.

This became crystal clear to me while listening to Britt Hogue on the ROI of DEI podcast with Vikram Shetty. They unpacked what many of us know but rarely say aloud: conceptual awareness doesn’t translate to behavioral change. Skills do.

Why Concepts Aren’t Enough

Knowing about bias doesn’t mean you interrupt it. Understanding psychological safety doesn’t mean you create it. Reading a DEI book doesn’t mean you’re an inclusive leader.

And yet, so many DEI programs stop at the cognitive layer—leaving leaders with language but no tools, good intentions but no muscle memory.

What we need is a skills-first approach that teaches leaders how to:

🔹 Listen actively, especially when it’s uncomfortable.

🔹 Decenter themselves in meetings, feedback, and decision-making.

🔹 Create space where others can speak, shape, and share—even if it slows the process down.

These are behaviors. You can observe them. You can measure them. And most importantly—you can teach them.

How I’m Making It Real

This isn’t just theory for me—it’s practice.

In my university classrooms, I don’t lecture on definitions of inclusion. I teach my students how to show up inclusively: how to challenge with care, how to design meetings for equity, how to notice who’s missing from the table.

And in the corporate world? Same approach. We don’t sit around discussing research. We build leadership capability from the ground up—with tools, scripts, scenarios, and skills.

I’m especially proud to be working with Women in Life Science Norway (WILD) right now to design a program that ditches the theory overload and instead helps leaders practice real inclusion in real moments.

Key Takeaways

✅ Inclusion is behavioral, not just conceptual.

✅ Skills—not knowledge—are what make inclusion stick.

✅ If your DEI work doesn’t change how leaders act, it’s not working.

Lesson Learned

Talking about inclusion doesn’t make you inclusive. Doing the work does.

If we want leaders to lead differently, we have to train them differently.

P.S.

I’d highly recommend this episode of the ROI of DEI podcast featuring Britt Hogue. It’s bold, practical, and honest—just like the DEI work we need more of.

And if you're ready to equip your leaders with the capabilities that actually change culture, let’s talk. 👉 inclusiveleadership.solutions