Illustration of diverse colleagues around a boardroom desk including a person who uses a wheelchair and a person in a turban

The First Step to Making Your Leadership More Diverse

Leading your workplace to diversity starts with challenging the status quo. Measurable results come from prioritizing the development of your own inclusive practices.

Everyone has unconscious biases and blind spots, so seek feedback from your team about your strengths and potential learning opportunities in order to address yours.


A healthy workplace environment is one that promotes open dialogue about development areas. You will also be able to start building your visible commitment to diversity and inclusion. Every moment is an opportunity to start the process.

Being ready to acknowledge your biases looks like:

  • Checking in. Schedule consistent discussions with your employees to make sure they feel heard, seen and involved.
  • Admitting mistakes. Ask for help in understanding what you don’t know. Be humble during the learning process.
  • Being authentic and vocal. Invest in holding yourself and your fellow employees accountable. Work on your own cultural intelligence by being attentive to the cultures of your team members.
  • Empowering your employees. Recognize the value in diversity of thinking.

It’s okay to adjust your strategies when needed. Different teams require different approaches and resources. The best way to begin adjusting your leadership style is being willing to adapt.

Are you receiving any positive feedback about your inclusive practices? Are your employees feeling more comfortable speaking up when something goes wrong? Do you feel like there’s been any improvement in the collaborative nature of your team? If so, you’re on the right track. If not, take time to reassess with your team and reflect on what you can change moving forward.


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