Beyond the Role: Practicing Inclusivity in Life and Leadership

This past week has been one of reckoning and deep inner work. A recent incident shook me—forcing me to confront my own beliefs about inclusivity and belongingness. Up until that moment, I took pride in my professional virtues: being non-judgmental, unbiased, and a good listener, especially in my work with clients. But the incident made me pause and ask a difficult question:

"Do I truly uphold these values outside of my professional life, or have I just been telling myself that I do?"

That question was unsettling. For the first time in a long while, I hesitated to look within—afraid of the parts of myself I might not like. But eventually, I did look. And what I found wasn’t a demon, but a mirror. A moment of truth. A moment of acceptance.

I realized that real change starts with radical self-honesty. That becoming inclusive doesn’t just mean creating space for others—it also means creating space within myself for discomfort, growth, mistakes, and learning.

To lead with inclusivity and belongingness, I had to first extend that same grace to myself. I had to admit:

• I'm not perfect.

• I will make mistakes.

• I still have biases to unpack.

• And most importantly, until I fully accept myself—my good, my bad, my messy—I cannot truly accept others.

The concept of inclusion and belonging can often sound vague or idealistic. But in reality, it’s a muscle that great leaders exercise daily. It's less about grand gestures and more about consistent, intentional action. It's about choosing—over and over again—to see people through the lens of humanity, not judgment.

We all have stories. We’re all part of each other’s stories. And as leaders, we get to choose what role we want to play in someone else's narrative.

Nature giving us simplest yet most profound lessons on Life and Leadership

Tips for Practicing Inclusivity and Belongingness as a Leader

Here are some lessons and actionable tips that emerged from this reflection:

1. Start with Yourself

• Check your biases regularly. Ask yourself where you may be assuming or labeling.

• Allow imperfection. Self-compassion is a foundation for showing compassion to others.

• Journal your reactions and reflect on moments where you felt challenged—those are your growth points.

2. Create Safe Spaces

• Foster environments where people feel safe to speak without fear of judgment or repercussion.

• Invite diverse perspectives, and really listen—don’t just wait for your turn to speak.

• Normalize the discomfort of hard conversations. Growth lives there.

3. Lead with Curiosity, Not Assumptions

• Ask open-ended questions. Learn people’s stories before forming opinions.

• Replace “What’s wrong with them?” with “What might they be going through?”

4. Extend Inclusion Beyond the Obvious

• Don’t limit inclusion to DEI workshops or corporate policy—it starts with how you treat your family, your help, your neighbors.

• See the humanity in everyone, especially those society teaches us to ignore.

5. Embrace Storytelling as a Lens

• Everyone has a narrative shaped by experience. When you see others as protagonists in their own journey, empathy follows naturally.

• Share your story too—it creates connection and models vulnerability.

6. Practice Consistently, Not Just Publicly

• Inclusivity isn’t a badge you wear, it’s a habit you cultivate. Behind closed doors. In private thoughts. In tough conversations.

Everyone needs a shelter—not just physical, but emotional. We each have the power to offer that to one another.

When we stop viewing people through the narrow lens of societal roles or stereotypes, and instead look through the compassionate lens of a storyteller, we create something powerful: a space where people feel safe, seen, and valued.

That is emotional shelter. That is belonging. And that is leadership.