Why Now Is the Time to Lead Inclusion from the Inside Out
There’s a shift happening. DEI as we knew it — the formalized initiatives, the language, the labels — is under attack in many institutions. But here’s what hasn’t changed: the need for leaders who know how to create trust, engagement, and performance across differences.
And those who do it well? They’re not waiting for permission.
They’re evolving.
Inclusion Can’t Be Canceled
I’ve worked with thousands of leaders inside Fortune 100 companies for over three decades, and one thing is consistent: the most effective leaders don’t run from discomfort — they transform through it. What’s happening right now with the political backlash against DEI is not the end. It’s the next beginning.
This moment isn’t about retreating. It’s about embedding inclusion into the DNA of how we lead — not as an initiative, but as a strategic advantage.
If It’s Not Integrated, It’s At Risk
Let’s be honest: traditional DEI structures were always fragile. Too often they lived in silos — disconnected from business priorities, championed by those with the least institutional power, and treated as “optional” when pressure mounted.
That fragility has been exposed. And in the best companies, it’s being replaced — not with silence, but with smarter, more integrated leadership.
A New Model: Culture as Strategy
One of my clients, a forward-thinking HR leader at a global brand, faced this head-on. Their DEI Council had done good work, but it always felt like an extra.
Together, we reimagined it — aligning culture, leadership, and business strategy into a Culture & Engagement Council. Same values. Sharper focus. Greater reach. The team began asking better questions:
- What will make us proud two years from now?
- What can only we do to build trust and belonging across the business?
The result? Inclusion moved from the margins to the mission. And performance followed.
The Leadership Continuum: Where Are You?
We use a simple tool with executive teams to diagnose their current reality — a continuum that stretches from Protection Mode to Integrated Inclusion:
- Protection Mode: Leadership driven by fear — “don’t get sued.” DEI becomes a risk to manage. Outcome? Low trust, high turnover, disengagement.
- Integrated Inclusion: DEI is part of how work gets done — in hiring, feedback, promotions, strategy, and decision-making. Outcome? Innovation, performance, and sustainable culture.
Where are you on that spectrum? Where is your team? And more importantly — where do you want to be?
Tactical Shifts that Matter
You don’t need to overhaul everything. You need to connect DEI to performance. Start by embedding inclusion into your existing systems:
- Hiring: Are you screening for inclusive behaviors?
- Onboarding: Are new employees set up to belong — not just survive?
- Reviews: Are leaders held accountable for developing all talent?
- Meetings: Whose voices dominate? Whose go unheard?
- Strategy: Are cultural realities reflected in your plans?
Inclusion isn’t just the right thing to do. It’s the smart thing — and the sustainable one.
The Bottom Line: It Was Never Just About DEI
When clients tell me, “We’ve been told we can’t talk about DEI anymore,” I ask:
“Can you talk about culture?”
“Can you talk about performance?”
“Can you talk about leading in complexity?”
Good. Start there. The language can change. The work must not.
This Is Legacy Work
In times like this, your leadership tells a story — to your team, your stakeholders, and your future self.
What will make you proud in two years? What story do you want your leadership to tell?
You don’t need a mandate to start. You just need a decision. Because the best leaders aren’t waiting for clarity — they’re creating it.
Remember, suffering is optional, progress is powerful.
If you or someone you know is struggling with any of the things I have written about, I offer help in 3 ways:
- One-on-one executive coaching and group coaching for mid-level leaders
- Team coaching through the Team Purpose to Performance™ process
- Speaking at your next conference or facilitating your next offsite to bring alive this Self-Lead-Meant™ content
Ready to Lead What Comes Next?
If you’re rethinking your leadership model, your culture strategy, or how to turn DEI into sustainable performance — we should talk.
Book a confidential breakthrough call and let’s explore what leadership looks like when it really matters.