Resilience Rises with Inclusive Leadership

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.

Why Well-Being and Resilience Matter

The recently published Inclusive Leadership Trends for 2025 highlights the transformative power of inclusive leadership. Inclusive leaders actively reduce workplace stress, empower flexibility, and address both mental and physical health needs with practices like psychological safety, equitable resource distribution, and flexible work arrangements. The result? Reduced burnout, fewer conflicts, and happier, more productive teams.

This isn’t just about feel-good moments—it’s about tangible, measurable outcomes. Companies led by inclusive leaders see higher retention rates, increased innovation, and a stronger bottom line. By integrating these leadership principles, organizations set the foundation for resilience that helps them thrive amid challenges.

How the White Paper Helps Leaders

Here’s what leaders can gain from diving into this white paper:

• Strategies for Boosting Employee Well-Being: Practical approaches to creating safe, supportive environments that prioritize mental and physical health.

• Conflict Management Tools: Proven methods for reducing workplace tension and fostering collaboration.

• Actionable Insights for Resilience: Data-driven guidance to build adaptable, high-performing teams.

Lesson Learned

When leaders choose inclusion, resilience becomes the conclusion. Inclusive leadership isn’t just an ideal—it’s a practical path to thriving workplaces.

P.S.

The white paper Inclusive Leadership Trends for 2025 is packed with insights and actionable strategies. Ready to take your leadership to the next level? Download the white paper here. And let me know what resonates with you most—I’d love to hear your thoughts!

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

This Is Why Pregnancy Algorithms Must Evolve

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

That’s the uncomfortable truth behind Norway’s eSnurra algorithm for pregnancy dating. It was designed to improve consistency and precision. But here's the catch: eSnurra was built on data from a population that doesn’t reflect the full diversity of Norway today.

And that raises a critical question: How inclusive is a standard if it was never validated for everyone?

Where the Problem Starts

eSnurra was developed in 2007 using data from ~40,000 pregnancies, mostly white, mostly from Trondheim. It uses ultrasound measurements to estimate due dates and fetal growth. Sounds scientific. Sounds neutral.

But science isn’t neutral when it overlooks the populations it’s supposed to serve.

And here's where things get dangerous: 📍 📚 All ultrasound midwives in Norway are trained at NTNU in Trondheim. And they’re being taught that eSnurra is the best method, without being taught about its data limitations, its bias, or its lack of validation for non-white populations.

That’s not just a clinical gap - it’s a failure in evidence-based teaching.

Why It Matters

Different racial and ethnic groups have documented variations in fetal growth patterns and gestational length. Ignoring that means eSnurra may misclassify gestational age for certain groups, especially people of African, South Asian, or Middle Eastern backgrounds.

That misclassification can have consequences:

• Misclassification of gestational age

• Missed preterm risks

• Unnecessary inductions or emergency C-sections

• Increased maternal and neonatal complications

• Erosion of trust among marginalized patients

And when future midwives are taught one tool, one dataset, one “truth,” without the full context, we’re not teaching them how to provide inclusive care - we’re training them to perpetuate bias.

All because the algorithm wasn’t made to see everyone. That’s not evidence-based medicine. That’s an algorithm taught as a belief system.

What Inclusion in Healthcare Actually Requires

Here’s the part we don’t talk about enough: 📊 Inclusion isn’t just about access to care. It’s about whether the tools, data, and decisions within that care reflect the people receiving it.

Clinical algorithms must be validated for diverse populations. Not just once. Not just in a footnote. But as a standard of evidence-based practice.

A Truly Inclusive Approach Would Involve:

• Publishing the demographic breakdown of training data.

• Conducting follow-up studies for underrepresented populations.

• Teaching healthcare professionals to critically assess the tools they use.

Norway has the scientific capacity to lead here. But only if it moves beyond local expertise and acknowledges the national—and increasingly international diversity it serves.

Key Takeaways

• Inclusion requires scrutiny, not just standardization.

• Teaching unvalidated tools as universal truths puts patients at risk.

• If we want inclusive healthcare, we need evidence-based medicine and evidence-based education.

Lesson Learned

A clinical standard that isn’t inclusive isn’t a standard - it’s a shortcut. And shortcuts don’t belong in maternal care.

P.S.

This issue is bigger than algorithms. It’s about who gets seen, heard, and served in our systems. If you're working in healthcare policy, public health, or digital health innovation, let’s collaborate to center equity from the start.

📩 inclusiveleadership.solutions

And if you want to dig deeper into what inclusive leadership looks like in practice, check out Inclusive Leadership Trends for 2025. It’s packed with insights on the intersection of inclusion, data, and decision-making.

Facts Don’t Stick - Feelings Do

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

Because while traditional pedagogy emphasizes content delivery, real learning happens through emotional connection.

This semester, alongside my colleagues at Kristiania University of Applied Sciences , I've been exploring how to move beyond “engagement” as a checkbox and into what I consider advanced pedagogy.

Here’s what that looks like in practice:

What We’re Not Teaching Educators (But Should Be)

Most pedagogy courses cover active learning, flipped classrooms, or assessment theory. Useful, but surface-level.

Advanced pedagogy, especially in leadership education, requires something more:

• 🎤 Stage presence – Knowing how to hold attention, modulate energy, and lead a room.

• 📖 Storytelling – Using narratives to build empathy and embed learning in memory.

• 😂 Intentional humor – Not just icebreakers, but skillful levity that opens minds, lowers defenses, and makes concepts memorable.

These aren’t “soft skills.” They’re high-impact teaching tools, and they belong in the same conversation as learning outcomes and instructional design.

What Emotional Engagement Looks Like

In my course on leadership, we focus on connection first - connection to self, others, and ideas.

• 🪑 We sit together, not in rows.

• 🎙️ We discuss discomfort, not just definitions.

• 🎭 We make space for humor, reflection, and vulnerability - all in service of learning that sticks.

And it works. Here’s what students shared on their final exam when asked what they learned that wasn’t directly asked of them:

• 🗣️ “That how you work and nurture relationships reflects your leadership.”

• 🗣️ “That good leaders are mostly good humans.”

• 🗣️ “To care about learning more than a grade - it changed how I show up.”

• 🗣️ “That comedy in class made learning fun—and memorable.”

From Technique to Transformation

We often talk about innovation in education as a tech problem. But sometimes, it’s a teaching problem.

If we want to grow ethical, emotionally intelligent leaders, we need to:

• ✅ Include emotional growth in learning outcomes.

• ✅ Train educators in stagecraft, storytelling, and intentional humor.

• ✅ Build communities of practice that make emotional pedagogy sustainable - not dependent on one “inspiring” teacher.

P.S.

I'm grateful to Kristiania University of Applied Sciences for creating an environment where this kind of experimentation is not only allowed but encouraged.

Thanks to Eivind Brevik , Tor Morten Grønli , and Knut-Eric Joslin for supporting this direction.

If you’re a fellow educator - or someone who still remembers a class that changed your life - what made it stick? Let’s talk. 👇👇👇

This Is Why Inclusion Isn’t a Gotcha Game

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.

And instead of a thoughtful correction or a compassionate cue, what happens? A smug retort. An eye roll. A post later that day: “Can you believe they said that?”

Let’s be honest. Sometimes inclusion gets treated like a game of “gotcha.” And that’s a problem.

Inclusion Requires Precision, But Also Perspective

Let me be clear: language matters.

When we’re talking about people’s identities, lived experiences, or communities they belong to, we need to be precise. Terms evolve, and so does our responsibility to use them well.

But we need to draw a line between insisting on precision and weaponizing it. Because when we turn every misstep into a moment of public correction or shame, we’re not practicing inclusion. We’re performing superiority.

Where This Goes Wrong

I’ve seen brilliant, well-intentioned leaders - people trying to learn - get burned by a single awkward phrase.

Not because they meant harm. But because someone else wanted to prove they knew better.

It looks like:

• Publicly correcting someone without context or care.

• Mocking old-school terminology without offering better language.

• Calling out in ways that alienate instead of invite.

These tactics don’t build bridges. They burn beginners.

What Real Inclusive Leadership Looks Like

True inclusion isn’t about gatekeeping knowledge. It’s about widening the circle.

That means:

• Correcting gently - and in private, when possible

• Offering alternatives without moralizing

• Asking: “What did you mean by that?” before assuming intent

• Modeling inclusive behavior instead of policing others

The Caveat That Matters

If someone misnames your identity, uses a slur, or dismisses your humanity - speak up. You have every right to name harm when it happens. Inclusion should never mean silence in the face of disrespect.

But we shouldn’t conflate clumsiness with cruelty. Most people aren’t trying to offend - they’re trying to get it right in a world that is continuously evolving.

Lesson Learned

Inclusion isn’t a gotcha game. It’s a growth practice. And when we give people the grace to keep learning, we build a culture where more people feel safe to show up and try.

P.S.

If you're a leader, educator, or inclusion advocate - ask yourself: Are you making people feel small for not knowing something yet? Or are you making room for them to grow?

Let’s talk about how we build cultures of accountability without shame. 👉 inclusiveleadership.solutions

This Is Why You Don’t Have a Feedback Problem, You Have a Leadership Problem

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

You can have suggestion boxes. You can have “open door policies.” You can end every all-hands meeting by saying, “We welcome your input.”

But if your leadership team isn’t visibly listening, making space, acting on feedback, and co-creating solutions with the people they serve, then what you’ve built isn’t feedback culture: It’s a performance.

And it’s not just ineffective. It’s toxic.

The Line in the Sand

This article isn’t about nuance. It’s about a red line. And here it is:

You cannot create a culture of feedback without leadership accountability. If your leaders aren’t accountable, your feedback culture is a lie. And if your team doesn’t trust that leadership will listen and respond, your company is - by definition - toxic.

Harsh? Maybe. But not as harsh as the reality your team is living through if this is their workplace.

Why Feedback Culture Fails Without Accountability

When employees are asked for feedback and nothing changes, they don’t just disengage. They lose trust. They stop contributing. And the smartest ones, the ones who see clearly and speak up, leave first.

What follows is predictable:

• Innovation dries up.

• Performance dips.

• Reputation tanks.

• Attrition climbs.

You can’t workshop your way out of that. You need leadership to show up differently.

What Minimum Accountability Looks Like

This isn’t about perfection. This is about non-negotiables. Here’s what baseline leadership accountability must include if you want real feedback culture:

1. Listening. Not just hearing words, but actually receiving them. Without defensiveness. Without spin.

2. Holding space. Creating environments where people feel safe to speak, even critically, and know they won’t be punished for it.

3. Acting on feedback. Not performative gestures. Not vague promises. Real, visible action tied to what people say.

4. Collaborating on solutions. Feedback shouldn’t be a drop-box. It should be the beginning of a co-created process of change.

That’s the floor. Not the ceiling.

You Can’t Fake This

You can’t have one anonymous survey and say you’re listening. You can’t change one policy and say you’re responsive. You can’t run a town hall and say you’re transparent.

People know when leadership is just checking boxes. And when they do, they stop trusting, and stop talking.

Lesson Learned

Accountability isn’t a feature of feedback culture. It’s the foundation. If your leaders won’t take responsibility, your culture won’t evolve. It will erode: quietly, steadily, and completely.

P.S.

If you're serious about building a culture of feedback, start by asking your leadership team this question:

When was the last time we asked for feedback and actually changed something as a result?

If the answer is “I’m not sure,” then you already know what needs to change.

Let’s talk. 👉 inclusiveleadership.solutions

"I’ve Never Gotten a Complaint in Five Years”

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?

Not so fast.

In today’s workplaces, a lack of complaints isn’t proof of strong leadership, it’s often a red flag that your people don’t feel safe to speak up. Silence, after all, doesn’t mean satisfaction. It often means fear.

🧨 When Silence Speaks Louder Than Words

Eight of my students in leadership responsed to the prompt, "A leader says ‘I’ve never gotten a complaint in five years.’ Sounds great, but is it a red flag?". As future leaders, they argued that leaders who receive no critical feedback for years are likely operating in a culture of fear, disengagement, or learned helplessness.

Here’s why it matters:

• No feedback = no trust. If employees don’t feel safe to speak up, they won’t. That’s not harmony, it’s hesitation.

• Surface calm hides deeper issues. From toxic leadership to favoritism, unspoken problems fester when people are afraid of consequences.

• Innovation suffers. Teams without trust rarely take risks, speak up, or share bold ideas.

• Attrition climbs. People eventually leave environments where their voice doesn’t matter.

“If you have an open-door policy but no one walks through it, the issue might not be the door, it’s the leader behind it.”

✅ What Trust Actually Looks Like

One respondent offered a more nuanced view: maybe, just maybe, a complaint-free track record reflects a truly healthy, proactive culture. But even then, the only way to know is to actively measure psychological safety.

So what should leaders do instead?

• Model vulnerability. Admit when you’re wrong. Show your own growth.

• Normalize feedback. Make feedback part of your rhythm, not just performance reviews.

• De-center yourself. Create space for others to speak without judgment or ego.

• Validate vulnerability. Don’t just “hear” the feedback, hold space for the emotion behind it.

• Co-create change. Feedback without action is just lip service.

A culture of feedback doesn’t begin with employee courage. It begins with leadership accountability.

Final Thought

If your team never speaks up, don’t celebrate, it might be time to look in the mirror.

P.S.

If you’re serious about building trust, feedback, and inclusive leadership in your organization, let’s talk. I help leadership teams go beyond lip service and build real cultures of accountability. Or start by downloading my free white paper, Inclusive Leadership Trends for 2025 for practical, research-backed steps to get started. 📩

What If Listening Is the Most Radical Leadership Skill?

“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.

Because in the organizations I work with, from tech to consulting, finance to automotive, there’s one leadership failure that shows up again and again:

Leaders don’t listen.

Not deeply. Not actively. Not in a way that creates psychological safety or opens the door to innovation. They nod. They tolerate. They move on. And in the worst cases, they ignore, try to fix, or deny a problem exists.

And that’s a problem. A big one. Because the world of work has changed but many of our leadership models haven’t.

The Military-Bureaucratic Hangover

Historically, leaders were meant to command, and teams were meant to execute. Military officers. Senior bureaucrats. The blueprint was top-down, clarity-through-control.

Our schools and training programs still reflect that. We reward polish, decisiveness, vision. We reward speaking, not listening.

But now? Leadership exists in a different ecosystem. One where change is constant, ambiguity is the norm, and your “direct reports” are just as likely to hold the insights that will save the company from irrelevance.

Leadership today isn’t about having the answer. It’s about hearing the answer when someone else offers it.

What Listening Actually Looks Like

When I talk about listening as a leadership skill, I don’t mean passive silence. I mean something active. Disruptive, even.

Real listening requires:

• Holding space without interruption or defensiveness

• Decentering yourself, letting the conversation be about them, not you

• Responding in ways that reflect understanding, acknowledgment is the starting point

• Acting on what you’ve heard, not shelving it in a Slack channel graveyard

These aren’t soft skills. They’re high-stakes competencies that determine whether your culture is brave or broken.

Why It’s So Rare

The most common thing I hear from clients?

“We want to build a feedback culture.”

But when you dig deeper, you find executives who equate feedback with disloyalty. Managers who punish truth-telling. Leaders who don’t just fail to listen, they actively shut down the people trying to speak up.

So what do you get? Silence. Numbness. Risk aversion. “No complaints” becomes the new red flag.

It’s not that your people don’t have insights. It’s that you’ve created a culture where saying them out loud feels unsafe or pointless.

Listening as Innovation

Here’s where I want to challenge the frame.

We talk about innovation in terms of product, process, and tech. But what if one of the most radical innovations in leadership today is… learning how to listen?

What if the leaders most equipped for today’s challenges aren’t the ones who speak with power but the ones who create space for power to emerge?

What if “shutting up” isn’t about silence but about presence?

Minimum Accountability for Listening Leaders

If you say you want feedback culture, here’s your bare minimum accountability as a leader:

• Listen without defensiveness.

• Hold space for others to be real, not just polite.

• Act on what you hear or explain why you can’t.

• Collaborate, don’t just dictate.

That’s not optional. That’s the new baseline. Because the cost of not doing it is too high: lost talent, lost trust, and lost opportunities you’ll never even hear about.

A Final Thought

The best leaders today aren’t the loudest. They’re the ones who listen so well that other people start speaking truth they didn’t even know they had.

Shut up so they don’t shut down.

Let that be more than a line. Let it be a line in the sand.

P.S. This is one of the most requested topics I get booked to speak on, and it continues to be a living issue across every industry I work with. If your leadership team is ready to practice listening, not just preach it, let’s talk. 📩 inclusiveleadership.solutions

And if you haven’t read it yet, the Inclusive Leadership Trends for 2025 white paper dives deeper into why emotional intelligence, humility, and inclusive communication are not side skills, they’re the leadership engine of the future.

Do Women Get a Fair Shake in Thesis Defenses?

Okay. Bear with me.

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.

So let’s ask the hard question: Are these defenses truly fair?

🔍 What the Research Reveals

Emerging evidence indicates gender disparities in academic evaluations:

• A Dutch study of cum laude PhD distinctions found women were significantly less likely to be awarded honors, even when controlling for quality.

• Stanford research analyzing ~1 million dissertations discovered women’s work labeled “feminine” (e.g., about parenting or relationships) was less likely to yield prestigious positions.

• Studies also show the broader phenomenon: “feminized” topics, or work perceived as feminine, are devalued across academia.

In short: gender bias doesn’t vanish just because the venue is academic, and it can even be amplified.

🎓 Where Defense Norms Go Wrong

Defenses are pitch moments: candidates present, answer questions, demonstrate mastery, while navigating boards of senior academics. There’s no hiding gender.

Candidates may face:

• Different questioning: Women might get more skeptical questions than men.

• Demeanor bias: Expressiveness or confidence can be judged differently based on gender.

• Assessment criteria: Without structured rubrics, defense evaluations rely on subjective impressions.

These vulnerabilities can tilt outcomes, even when performance is equal.

✅ What Fair Should Look Like

We don’t need to reimagine defenses, just rethink structures:

1. Standardized rubrics: Objective criteria focused on research quality.

2. Awareness training: Committees should engage with research on gender bias in evaluations.

3. Diverse committees: Gender-balanced panels reduce implicit bias.

4. Post-defense surveys: Anonymous feedback on candidates’ experience can highlight bias.

Fair defense isn’t just symbolic, it’s measurable and fixable.

🔧 What You Can Do

• Institutions: Introduce doctorates to bias evidence and implement rubrics/rating scales.

• Students: Don’t gloss over disparities, collect stories, ask about defense formats.

• Committees: Ask yourselves: Am I listening to ideas or auditing performance?

💡 Lesson Learned

A thesis defense isn’t just an academic rite, it’s a career gate. If we want true excellence and equity, we need to guard against bias, especially when women speak openly and confidently. Structural fairness isn’t optional. In defense, as in hiring or funding, women deserve every ounce of it.

P.S.

Have you experienced or witnessed a biased thesis defense or evaluation? I’d like to hear. Sharing stories is the first step toward reform.

Reverse Mentoring Isn’t a Trend. It’s a Leadership Test.

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.

Why?

Because reverse mentoring isn’t a feel-good leadership trend. It’s a stress test for your ego.

What Reverse Mentoring Really Reveals

When a junior employee offers a new insight or raises a red flag, it doesn’t just challenge your thinking. It challenges your self-image. That’s when the masks come off. Are you still a “learner” when the learning makes you uncomfortable? Are you still “inclusive” when the feedback comes from someone without your credentials, your background, or your title?

Reverse mentoring strips away the illusion of openness and shows you whether your leadership identity is grounded in growth or performance.

Leadership Egos Don’t Like Looking Small

The younger your mentor, the harder the mirror. You might hear something that challenges your past decisions. You might realize your assumptions are out of date. And you might have to confront the uncomfortable truth that what got you here won’t get your organization there.

None of that is easy. Especially when you've spent a career being the one who gives the guidance.

But leadership that can’t adapt doesn’t age well. It fossilizes.

Junior Staff Notice More Than You Think

Here’s what gets missed in the conversation about mentoring: junior staff are constantly reading your behavior. They notice when you interrupt, when you shut down, when you ignore suggestions. They also notice when you say things like “We’re all learners here” but never model that behavior yourself.

The result? They stop giving you feedback. They stop sharing ideas. And your organization slowly stops growing.

Reverse mentoring isn’t just a knowledge exchange. It’s a signal of trust. When someone junior offers you insight, they’re putting their psychological safety on the line.

If you meet that with defensiveness or ego, you don’t just silence one voice, you teach your entire team that silence is safer than speaking up.

What Leaders Can Do (Today)

If you’re serious about growth, your own and your company’s, try this:

• Ask for input from someone younger or less experienced. Not just once. Regularly.

• Don’t defend. Don’t explain. Just listen. If you’re not ready to hear it, you’re not ready to lead.

• Create structures for junior team members to lead discussions, propose changes, or reflect on senior decisions.

• Publicly credit reverse mentorship moments. Show that being teachable is part of your brand.

The most respected leaders of the future won’t be the ones who knew it all. They’ll be the ones who knew when to shut up and learn.

P.S. If you’re building leadership development programs or trying to shift power dynamics in your organization, reverse mentoring isn’t a “nice to have.” It’s your accountability system. Let’s make it a norm not a novelty.

A Straight Man's Guide to Pride

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.

Standing Up for What's Right

The reaction from my classmates was predictable: bullying and ostracism. Yet, that moment of standing up for what I believed in marked the beginning of my lifelong journey in advocating for LGBTQIA+ inclusion. I went on to research public health issues related to the LGBTQIA+ community and, as an entrepreneur, have had the privilege to work with many amazing individuals across the LGBTQIA+ spectrum. These experiences have shown me the profound impact that inclusion and diversity can have on personal and professional growth.

Key Takeaways for Celebrating Pride

• Amplify Voices: Pride is about celebrating and honoring the voices of the LGBTQIA+ community. Listen, support, and amplify their stories.

• Promote Acceptance: Encourage acceptance and understanding in all spaces, from classrooms to workplaces. Inclusion benefits everyone.

• Take Action: Support LGBTQIA+ initiatives and policies that foster equality and protect against discrimination.

Inclusion Inspires Innovation

Celebrating Pride reminds us that diversity is a source of strength and innovation. Inclusive environments not only enrich our lives but also drive creativity and progress. Let's commit to making inclusion a practice, not just a promise.

P.S. Get Involved!

As Pride Month approaches, let's take action to support LGBTQIA+ communities. Attend events, educate yourself and others, and advocate for policies that promote equality.

When Work Never Ends: How Hospitality Teams Can Reclaim Their Boundaries

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.

The expectation to always be “on” isn’t just stressful—it’s a fast track to burnout. And when exhaustion sets in, people leave—not because they hate the job, but because they can’t find balance within it.

The Unwritten Rules That Keep People Stuck

In hospitality, beverage sales, and nightlife, networking doesn’t follow a schedule. Deals get made over drinks. Business happens at closing time. Saying “no” feels risky—like missing out on an opportunity or offending the wrong person.

🔹 Blurred Boundaries: When “just one more drink” is a business expectation, it’s tough to know when the workday ends.

🔹 Pressure to Be Available: Employees feel like turning down a late-night meeting could cost them deals—or their reputation.

🔹 A Culture That Rewards Overwork: Without clear leadership, professionals are left to navigate these expectations alone.

This isn’t just a hospitality problem. Tech, consulting, finance, and sales all have their own versions—where long hours and blurred boundaries are seen as a badge of honor. But when leaders fail to set healthy expectations, the cost is high turnover, disengagement, and a shrinking talent pool.

Key Takeaways

✅ Inclusive Leadership Creates Balance: Leaders set the tone for work-life boundaries, making it clear that success doesn’t require burnout.

✅ Psychological Safety Matters: Employees need to know they can set limits—without fear of losing opportunities.

✅ Clear Policies Create Fairness: When companies build structured, transparent expectations for after-hours work, they remove pressure and level the playing field for everyone.

Lesson Learned

Boundaries don’t weaken teams—they strengthen them. When leaders make space for balance, fairness, and well-being, people stay, teams thrive, and businesses win.

P.S.

Burnout is a business problem, not just a personal one. Let’s talk about how your leadership team can redefine boundaries and build a healthier workplace. Book me for your next event 👉 inclusiveleadership.solutions

Special thanks to Andreea Munteanu for inspiring this article through our conversation about the challenges facing hospitality and beverage sales teams. 🙏

Delta’s Bold Move: A Lesson in Inclusive Leadership

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.

Why Small Changes Make a Big Impact

Language shapes culture. When a company like Delta chooses to move away from binary gendered language, it’s making a commitment to ensuring every passenger feels acknowledged. This isn’t just about words—it’s about creating a culture of equity and respect.

Delta’s push for inclusivity goes beyond gate announcements. The airline is actively working to diversify its hiring practices, track representation, and align its political contributions with equity-driven policies. They’re not just talking about change—they’re making it happen.

Of course, not everyone is comfortable with these shifts. Some employees and customers may question why such changes are necessary. But here’s the thing: Leadership isn’t about making everyone comfortable—it’s about doing what’s right and leading the way forward.

Key Takeaways

✅ Words matter. A simple phrase can set the tone for inclusion—or exclusion.

✅ Change isn’t always easy—but it’s necessary. Moving toward inclusivity means challenging old norms.

✅ Inclusive leadership is about action, not just intention. Delta is putting inclusivity into practice, and that’s what sets them apart.

Lesson Learned

Progress happens when companies turn good intentions into real change. Delta’s message is clear: Inclusion isn’t just a checkbox—it’s a commitment.

P.S.

What do you think about Delta’s shift toward inclusive language? Does your company take similar steps? And if you’re looking for ways to make your workplace more inclusive, let’s connect. 🚀

🔗 Tagging: Keyra Lynn Johnson, Jack Semrau, and Melvina Jones because you are awesome, your work is important, and you are seen!

Productivity Peaks with Inclusion

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.

How Inclusion Supercharges Performance

When leaders practice inclusion, the ripple effects are tangible and profound:

• Teams are more cohesive and engaged. Research shows inclusive leaders foster psychological safety and align goals for laser-focused efficiency.

• Innovation becomes second nature. From tech breakthroughs to sustainable practices in manufacturing, inclusive leadership encourages knowledge-sharing and diverse perspectives, resulting in groundbreaking solutions.

• Barriers to productivity crumble. Inclusive practices prevent burnout, reduce turnover, and improve morale, creating workplaces where everyone thrives.

What’s in It for You?

Here are three ways Inclusive Leadership Trends for 2025 can help you drive measurable change:

• Practical Tools: Discover strategies to build engaged, high-performing teams and align individual goals with organizational success.

• Sector-Specific Insights: Whether you’re in tech, education, or manufacturing, you’ll find tailored examples to address your unique challenges.

• Data-Driven Confidence: With evidence from 16 studies, you’ll make decisions that not only feel right but are proven to work.

Tangible Inclusion, Transformative Results

Inclusive leadership isn’t theoretical—it’s transformational. When you lead with inclusion, you don’t just hit KPIs; you exceed them. You don’t just innovate; you redefine the game. And with Inclusive Leadership Trends for 2025, you’ll have the tools to turn potential into performance.

🎟️ Exclusive for my newsletter subscribers! Get a special discount for the SHE Conference 2025—where bold ideas and inclusive leadership take center stage.

Use promo code SHE1199 at checkout and secure your spot today!

👉 Claim your ticket here: SHE Conference 2025

P.S. Ready to see these results in your organization? Download the white paper here and take the first step toward measurable, meaningful impact! Let’s create workplaces where everyone wins! ✨

The Power Trio: Decentering, Holding Space, and Trusting

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.

Trust, Space, and the Art of Decentering

I performed an analysis of 24 respondents from my INCLUDE Scorecard and the results revealed an interesting connection: leaders who excel at decentering, holding space, and trusting consistently score high across the board. Here’s the breakdown:

• Holding Space and Trusting share a strong correlation (0.95), showing that creating a supportive environment naturally fosters trust.

• Decentering—the ability to shift focus from oneself—also correlates highly with Holding Space (0.93) and Trusting (0.94), reinforcing that when leaders empower others, trust and collaboration follow.

The takeaway? Inclusive leadership isn’t about having all the answers—it’s about making space for others to contribute theirs.

Key Takeaways:

• Trust and support go hand in hand: Creating a safe space where others feel heard naturally builds trust.

• Decentering unlocks collaboration: Shifting focus from yourself empowers others to share their perspectives.

• Inclusive leaders amplify success: When leaders trust their teams, performance, innovation, and engagement skyrocket.

Limitations to Keep in Mind

While these findings highlight valuable connections, they’re based on a small sample of 24 respondents. This means the results might not fully represent broader leadership trends. However, the strong correlations suggest that decentering, holding space, and trusting are critical skills worth developing—no matter the sample size.

Lesson Learned:

Good leaders decenter and recenter others. Create trust by validating vulnerability. Hold space for your team, don't sanitize, humanize the workplace! 🚀

P.S.

Think your leadership style has what it takes? Take the INCLUDE Scorecard and see where you stand: inclusiveleadership.solutions/scorecard 💡

DEI: The Common Sense We Forgot to Explain

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.

Preaching to the Choir While Losing the Crowd

For years, DEI advocates have been speaking to the same audience: people who already believe in the mission. We’ve built an echo chamber filled with passionate voices but few new ears. Meanwhile, those who resist DEI often do so not because they disagree with fairness and inclusion, but because they don’t understand what DEI actually is.

When faced with skepticism, many of us have responded with frustration—pointing toward progress and saying, "Get on board!" instead of walking people through the why and how. We've expected them to sprint to the finish line when they don’t even know where the race starts. And here’s the uncomfortable truth: DEI won’t succeed unless the people in power actively work to dismantle the systems that exclude others. Without their buy-in—not just passive agreement but real action—change stalls before it begins.

How We Close the Gap

• Stop assuming bad intent – Many people who push back on DEI aren’t malicious; they’re misinformed. If we approach them with curiosity instead of criticism, we can have better conversations.

• Make DEI about business, not just morals – Companies that embrace inclusion outperform those that don’t. Let’s talk about innovation, talent retention, and market reach—not just ethics.

• Hold hands, don’t just point fingers – It’s not enough to call out problems; we have to guide people toward solutions. That means patient, persistent engagement—not just calling out failures.

Lesson Learned

Inclusion isn’t an exclusive club—it’s a bridge. If we want more people to cross it, we have to walk with them, not just wave from the other side.

P.S. What’s one conversation about DEI you’ve had that changed someone’s mind? Let’s share the wins—and the lessons.

🚗🏆 Rolls-Royce Rolls Forward with Inclusion

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".

🏁 Inclusion as a Competitive Edge

As someone who has worked with automotive giants like Volkswagen and XPENG, I’ve seen firsthand how inclusive leadership drives success. The auto industry isn’t just about horsepower—it’s about people power. Companies that prioritize inclusion attract top talent; foster creativity, reduce turnover, and build stronger, more resilient teams.

Rolls-Royce is embedding inclusion into their DNA. By giving employees the space to share their stories and equipping managers with the skills to lead inclusively, they’re setting the gold standard. And let’s be real—when a brand synonymous with excellence says inclusivity is key, the rest of the industry should take note.

🔑 Key Takeaways

• Psychological safety isn’t optional—it’s essential for innovation and engagement.

• Inclusive leadership starts at the top—training managers is the key to lasting change.

• Authenticity drives culture—employees thrive when they don’t have to hide who they are.

🎤 The Lesson? Inclusion is the Engine of Innovation

A company can’t reach top speed if half its workforce is riding the brakes. By fostering a culture of authenticity, Rolls-Royce is proving that when inclusion leads, success follows.

P.S. Shoutout to Tufan Erginbilgic and Natasha Whitehurst for championing inclusivity at Rolls-Royce! 🚀 #InclusiveLeadership #Automotive #Innovation #PsychologicalSafety #Diversity

Original story from the Financial Times.

What Happens When Students Feel Truly Seen in the Classroom

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?

The Power of Pedagogy: What Stood Out

Through their reflections, students consistently emphasized certain elements that made the learning experience unforgettable:

• Storytelling as a Superpower: Students described how storytelling made complex concepts relatable and memorable. As one put it, “I’ve never felt more engaged in learning because the stories brought the material to life.”

• Inclusivity and Empathy in Action: The classroom environment encouraged every voice to be heard, creating space for quieter members to shine. One student reflected, “This wasn’t just about learning—it was about being seen and valued.”

• Mantras That Stick: Phrases like “relationships first, assignments second” weren’t just catchy—they were transformative, shifting focus from grades to growth.

• Encouragement That Empowers: Whether it was through constructive feedback or fostering collaboration, students felt a surge of confidence and self-awareness.

• Learning That’s Lived, Not Lectured: From real-world events to hands-on group activities, the learning journey was dynamic and deeply relevant.

Key Takeaways for Inclusive Leadership

Here’s what leaders, educators, and changemakers can take away from this feedback:

• Prioritize Relatability: Use storytelling to translate abstract concepts into actionable insights.

• Foster Inclusivity: Create spaces where diverse perspectives thrive and quieter voices are encouraged to speak up.

• Build Trust Through Rituals: Simple phrases or practices can shift focus from performance metrics to meaningful connection.

• Embrace Experiential Learning: Real-world examples and interactive methods make lessons stick.

• Lead with Empathy: Empower others by recognizing and amplifying their unique strengths.

Lesson Learned: Inclusivity is Transformative

Teaching is more than delivering content; it’s creating an environment where everyone feels empowered to engage, share, and grow. When leadership is inclusive, the classroom becomes a catalyst for transformation. After all, a leader who listens is a leader who inspires.

P.S.

What are your go-to strategies for creating impactful and inclusive learning environments? Drop your thoughts in the comments or shoot me a message—I’d love to hear what works for you!

Why Oslo’s Snow Removal Is Racist, Sexist, and Ableist

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.

Oslo has the potential to rethink its approach—and the results could be groundbreaking.

From Bias to Breakthrough: Redesigning Oslo’s Snow-Clearing

The biases in Oslo’s snow-clearing system became clear to me through Caroline Criado-Perez’s book, Invisible Women: Exposing Data Bias in a World Designed for Men. Criado-Perez illustrates how urban planning often prioritizes male-dominated behaviors like driving, while ignoring the needs of women, children, and people with disabilities. Oslo’s approach to snow removal is a textbook example of this systemic oversight.

It’s time for the city to take a human-centered design approach. My hypothesis? Most injuries in Oslo during the snowy season likely happen on sidewalks and pedestrian areas—not on roads. Women are disproportionately affected because they’re more likely to juggle caregiving responsibilities while relying on public transport or walking.

Flipping the script—prioritizing sidewalks, bike lanes, and bus stops over car-centric roads—could dramatically reduce injuries, lower healthcare costs, and make Oslo accessible for everyone. It’s not just about equity; it’s about sustainability too. Encouraging walking and public transit while reducing car dependency is better for the planet and for public health.

3 Takeaways from Oslo’s Snow-Clearing Revolution

• Bias is baked into systems—but it can be uprooted. We must challenge the default practice of prioritizing cars and start asking: who gets left behind?

• Data + empathy = better cities. Accident data and user needs reveal stories that traditional policies ignore. Cities built around people’s realities are smarter and safer.

• Inclusive design benefits everyone. Clearing sidewalks first doesn’t just help pedestrians—it can make Oslo safer, healthier, and more efficient for all.

Lesson Learned: No One Should Slip Through the Cracks

Oslo’s story demonstrates how cities can unlearn harmful biases baked into everyday systems. When we prioritize the mobility and safety of those most at risk, we create a city that works better for everyone. Inclusivity isn’t just fair—it’s transformative.

P.S. Have you noticed similar biases in your city’s infrastructure? Let’s explore how human-centered design could bring change. Share your ideas in the comments or send me a message—I’d love to hear from you!

Teamwork Triumphs Through Inclusive Leadership

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.

How Inclusive Leadership Elevates Teamwork

1. Trust and Safety Are Non-Negotiable Inclusive leaders create spaces where everyone feels safe to take risks and share bold ideas. Studies by Fujimoto et al. and Narayan et al. confirm that psychological safety enhances trust and bonds teams together like never before.

2. Communication, the Ultimate Superpower Effective collaboration hinges on open communication. Nguyen et al. highlight how inclusive leaders amplify all voices through active listening, while Lozano-Díaz et al. emphasize the importance of transparency to align and energize teams.

3. Diverse Thinking Is a Goldmine Zhou et al. and Verheijen-Tiemstra et al. demonstrate that inclusive leaders transform diversity into innovation, leveraging the unique strengths and perspectives of each team member.

4. Conflict Can Be Constructive Conflict doesn’t have to be chaos. Huyler and Vallabh show how inclusive leaders turn disputes into opportunities for growth, using empathy and shared goals to prevent escalation and foster solutions.

5. Technology + Leadership = Magic The digital workplace thrives under inclusive leadership. Research by Hincapie et al. and Verheijen-Tiemstra et al. shows how leaders use tech tools to ensure equitable participation, even in remote settings.

Key Takeaways for Leaders

• Create Safety: Trust and psychological safety aren't just nice-to-haves—they're the bedrock of teamwork.

• Communicate Clearly: Transparent, inclusive communication amplifies every voice and drives alignment.

• Leverage Diversity: Diverse thinking leads to better ideas and more innovative solutions.

The Lesson: Inclusion Drives Results

When you lead inclusively, your team doesn't just work together—they thrive together. Collaboration, communication, and creativity are the results when leadership puts people first. 🎯

P.S. Want to see how inclusive leadership can revolutionize your team’s performance? Download the full white paper here. Let’s lead the way together! 👏