Summary
This blog post highlights how small, intentional actions—like adjusting our language, examining biases, and fostering psychological safety—can create an inclusive, people-first workplace. It offers practical steps to empower every team member and strengthen overall collaboration.
“What leaders say and do makes up to a 70% difference as to whether an individual reports feeling included.” — Harvard Business Review
If you’ve ever felt uncertain about speaking up on the subject of diversity, equity, and inclusion—especially if you hold a position of privilege—this conversation is for you. In a recent Future of Team podcast episode, we dove into the topic of inclusive leadership, exploring the fears, the blind spots, and the genuine excitement that comes from wanting to build truly welcoming workplaces.
Below you’ll find the key ideas we discussed and some practical ways you can cultivate more inclusive leadership in your own team or organization.
The “Privilege Conundrum”
One of the biggest hurdles many leaders—particularly those who are part of majority groups—face is the fear of “getting it wrong.” They want to be allies, but worry about overstepping or misspeaking. This hesitation often prevents meaningful engagement.
- Admit You Don’t Know Everything
Humility is a hallmark of an inclusive leader. Owning up to your blind spots or mistakes fosters trust and encourages a culture where everyone feels comfortable speaking candidly. (See the Future of Team principle of Transparent Leadership—openness about challenges and decisions goes a long way in building trust.) - Be Willing to Invite Correction
In the podcast, we acknowledged that we’re open to being corrected if we use the wrong term or overlook a crucial perspective. That willingness to learn publicly signals psychological safety and encourages a healthier exchange of ideas (Candid Communication).
Traits of an Inclusive Leader
From a popular Harvard Business Review study, we singled out six key traits often present in inclusive leaders. Here’s a quick recap and why they matter:
- Visible Commitment
Leaders must do more than pay lip service. They should personally advocate for and invest in inclusion efforts. This could look like budgeting for DEI training or publicly recognizing underrepresented voices in the organization. - Humility
Admit mistakes. Demonstrate that you are learning. A leader who says, “I’m not an expert in this, but I’m committed to growing,” makes it safe for others to come forward with their own uncertainties or ideas. - Awareness of Bias
We all have biases based on our upbringing or personal experiences. The question is whether we’re prepared to confront them. Taking time to reflect (or even do an online bias assessment) is a proactive step. - Curiosity About Others
The conversation frequently returned to empathy. Approach your team members with genuine curiosity. Ask questions about their backgrounds, their traditions, or simply about their weekend. People are more than just “resources” for tasks. - Cultural Intelligence
With today’s remote workforce, you may have team members in six different countries. Take the initiative to learn about how cultural norms shape communication, conflict resolution, and decision-making. The book The Culture Map by Erin Meyer was mentioned as a great resource. - Effective Collaboration
Inclusive leaders deliberately invite diverse perspectives. They also value psychological safety. In other words, “How do you create a space where no one feels shut down or judged?” When diverse teams feel safe, they bring innovation to new heights.
A Real-World Snapshot: Women in WordPress Leadership
During the episode, we highlighted an ongoing mentorship initiative for women in WordPress. This program matches female-identifying professionals with established women leaders in the ecosystem. The goal is to foster confidence and skill-building so more women can step into leadership roles.
This is a prime example of Empowered Ownership—another Future of Team principle—where individuals are given the autonomy and support to become leaders themselves. It also shows the impact of intentional programming to address specific barriers faced by underrepresented groups.
Practical Ways to Live Out Inclusive Leadership
It’s one thing to “know” these traits; it’s another to practice them. Here are some next steps you can take right away:
- Form a Diverse Personal “Board of Advisors”
Identify at least three to five people from different backgrounds and experiences who can give you unfiltered feedback on your leadership approach. These advisors may be peers, mentors, or even team members. - Add an “Inclusion Moment” to Your Team Meetings
Dedicate a brief agenda item where you share something you’ve learned about inclusion or highlight someone’s inclusive behavior. This keeps the topic top-of-mind and normalizes ongoing learning. - Join or Support Employee Resource Groups (ERGs)
If your company has groups for underrepresented or marginalized employees, show up as an ally. Make sure you’re clear that you’re there to learn and support—then listen more than you speak. - Audit Your Communication Habits
Do a quick scan of the words and phrases you use every day. Phrases like “hey guys” might feel harmless, but can subtly alienate those who don’t identify as “guys.” Simple shifts in language—like “team,” “folks,” or “everyone”—can help cultivate a more welcoming environment. - Get Curious About Your Biases
Consider free online tests (like Harvard’s Project Implicit) or simply journal about moments where you’ve made assumptions. The more you know, the less these biases will control your decisions.
How This Ties into the Future of Team Framework
At Future of Team, Inclusive Culture is one of our eight guiding principles. We firmly believe that an inclusive workplace elevates creativity, collaboration, and long-term success. But inclusive culture doesn’t stand alone—it links to:
- Transparent Leadership: Leaders must be transparent about their efforts to learn and evolve.
- Candid Communication: Speak openly about your inclusion goals, progress, and even failures.
- Empowered Ownership: Give space for everyone, including underrepresented voices, to shape processes and initiatives.
When all these elements come together, you set a clear example that goes beyond rhetoric and becomes part of your organization’s DNA.
Parting Thoughts
Inclusive leadership is a journey, not a one-time checklist. As the podcast conversation underscored, it demands intentionality, humility, and a commitment to ongoing learning. Start with small steps—try a new inclusive phrase, join a mentorship program, or simply become comfortable saying, “I don’t know everything, but I’m open to learning.”
Over time, these small efforts accumulate, transforming not just individual leaders but entire organizations. And that, ultimately, helps us build the people-first cultures we believe in here at Future of Team.
Want more on building inclusive workplaces?
Check out our other resources—like the Culture Audit or Framework tools—for a deeper look at how to operationalize inclusion and other core aspects of a healthy, people-first team. If you have your own thoughts or experiences on inclusive leadership, we’d love to hear from you. Let’s learn together!
This post is based on a recent Future of Team podcast episode featuring James and Dee. For more conversations like this, subscribe to our podcast and follow along as we explore all aspects of building thriving, people-first teams.
