Less than five years on from Diversity, Equity, and Inclusion (DEI) taking center stage in organizational strategies, it’s back in the spotlight. This time however, the focus has shifted from its initial popularity to questions regarding its future role in the business landscape. Have DEI efforts failed to deliver value in today’s workplace, or are we witnessing a shift toward a more genuine and impactful approach to leadership for 2025 and beyond?
Inclusion and Business Impact
We all know the positive changes that inclusion efforts are bringing about in the workforce. The evidence is undeniable, with numerous statistics highlighting improvements in innovation, employee retention, and overall performance. But despite the evidence that proves these substantial benefits, many organizations are slow to make meaningful headway on this issue (Dixon-Fyle, et al., 2020). And before we go any further in this article, we must acknowledge that in 2025 there will be some businesses that abandon their DEI efforts. For whatever reasons these companies decide to validate their position with, it’s hard not to wonder whether they were fully committed to inclusion in the first place, or simply caught up in the enthusiasm of the moment. The real issue is that those who treated DEI as a mere checkbox exercise ended up causing more harm than good. We all know that inauthentic actions can damage a corporate culture, increase turnover, and drive away top talent.
The good news is that most business leaders still consider diversity initiatives to be “very important” to their company’s overall strategy (Morning Consult, 2024). We see new generations demanding inclusion as standard, and organizations increasingly being judged when employees don’t see themselves reflected in the organization and its senior leadership.
DEI Needs to Evolve
Savvy corporations are no longer treating DEI as an add-on or a bonus-point consideration. We don’t typically discuss our “Leadership and Trust” strategies or our “Leadership and Emotional Intelligence” agendas. These and requirements are leadership. So, moving forward, let’s not get hung up on the “and DEI” because good leadership inherently requires inclusive leadership—meaning DEI should be seen not as an extra consideration but as a core leadership essential.
The truth is that many leaders have come up through the ranks in traditional, top-down working environments—but the skills and behaviors that made someone a successful manager in the past won’t cut it anymore. The future of work isn’t just about changing what we think, it’s about changing how we think. Switching to inclusive leadership might need some upfront effort, but it’s mostly about tweaking things that leaders should already be doing. The idea of “changing what we do” is only for those who aren’t leading well in the first place.
Core Traits of Inclusive Leaders
Robust leadership models have always included connection and active listening, so leaders who already exemplify people-centric practices are well on their way to inclusive behavior. Now, it’s about evolving that skillset to include elements like cultural curiosity and allyship to truly demonstrate inclusive practices.
These aren’t radical ideas, but over the past few years some leaders have avoided inclusive leadership because they didn’t understand its value. But when you understand a single working parent’s need to adjust their schedule, you’re showing empathy. Asking a new employee about the holiday they celebrated demonstrates curiosity. Ensuring everyone on your team participates in discussions fosters connection. Creating a safe space for your LGBTQ+ employees to talk about important people in their lives makes them feel secure.
Authenticity over Performance
So when it comes to the Inclusion Leadership intersection, there is no need to stress about the terminology. Terms like “psychological safety” have gotten a bad rap because some leaders haven’t taken the time to understand what they mean—but at their core, they’re about empowerment. While “psychological safety” might seem intimidating, most leaders agree that one of their fundamental roles is to empower their teams. So as you evolve your leadership practice, remember, it’s actions that truly matter. And guess what? If you’re doing these things, you’re already on that inclusion upskill. But to truly integrate DEI into the heart of leadership, it’s not just about renaming the “scary” demands of leaders into something less intimidating—it’s about making your leadership practice authentic, deliberate, and consistent.
Practices to Foster Inclusive Leadership
Gather Feedback and Embody Values
What your team members really want is a leader whose actions match their words and who is deeply committed to their values. Employees want leaders they can trust to do the right thing, have honest conversations with, and support those who have the skills to succeed. Why not take some time today to get feedback from your team? Find out how your actions match your words and see the real impact you’re having. Self-reflection is great, but it might not reveal everything, especially if you’re not fully aware of how others see you.
Be Consistent in Inclusion Efforts
Making inclusive consideration the norm means operating from a place of curiosity and heightened awareness. Traditionally, DEI efforts have been sporadic—happening in classrooms or during the month of June, but the future of leadership needs to be built on consistently prioritizing inclusion in every process, interaction, and relationship. This involves scheduling regular check-ins, facilitating meetings inclusively, offering flexible work options, and advocating for changes when policies and procedures don’t align with the needs of a diverse workforce.
Take Accountability for Behaviors
Hold people accountable for their behaviors as much as their productivity.Take personal responsibility for the behaviors you and your team exhibit. Since culture is a collective responsibility, it’s crucial to hold everyone accountable for their behavioral impact as much as their job performance. In the past, being great in your role might have excused poor behavior, but that is no longer acceptable. It’s now about ensuring your team excels in their roles and maintains appropriate behavior.
Support Underrepresented Employees
As a leader, you have a huge influence in your organization, so don’t keep it all to yourself. Actively question promotion and succession planning to ensure diverse profiles gain visibility and status. Delegate project responsibility to underrepresented employees to highlight their capabilities. Sponsor mentorship programs to boost employees’ confidence. If your organization has inadvertently closed a door, be the window opener.
Turn Up the Volume and Quiet the Noise
Even though the benefits are clear, fostering inclusive leadership can be challenging. People often resist change, especially if they don’t see the need for it. It’s not enough to just show them how to do something—they need to understand why it’s important. Leaders need to take it onto themselves to own and highlight the positive aspects of integrated DEI and address any misconceptions that inclusive initiatives unfairly reward people based on race or gender instead of their skills and contributions. The key message is that inclusive leadership is about creating a working world where those with the ability to succeed can succeed.
Looking Ahead: The Future of Inclusive Leadership
As our workforce grows more diverse and societal expectations for equity and inclusion rise, remember that you don’t need to be the world’s leading expert on DEI, you just need to remember that the services you lead are full of humans—messy, complex, unique humans—and they are what will carry your business through 2025 and beyond.
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