Diversity and Inclusion Leadership

One of the biggest hidden risks I have seen in leadership is confirmation bias—our tendency to look for what we expect to see in others based on the stories we tell ourselves about them. Once we’ve formed an impression, we subconsciously filter out anything that challenges it and only acknowledge that which confirms it. This is dangerous in management. Hiring, pay, developmental opportunities, promotions and terminations are all influenced by the lens we apply to talent. If that lens is clouded by unchecked bias, we risk overlooking potential, reinforcing inequities, and limiting our teams’ growth. The good news? Awareness is the first step. And as leaders, we can actively challenge our biases to make fairer, better decisions. Here’s how: ✅ Interrogate your assumptions – Ask yourself, “What evidence supports this belief? What might contradict it?” Seek out the full picture, not just what feels familiar. ✅ Diversify your data sources – Don’t rely on a single perspective. Get input from different people who observe the employee in varied settings. ✅ Track patterns in your decisions – Are you consistently giving certain people the high-visibility assignments? Are others always stuck with execution work? Look for trends and ask why. ✅ Commit to structured decision-making – Use clear criteria for evaluations, promotions, and feedback. When expectations are explicit, there’s less room for personal bias to creep in. ✅ Invite feedback on your own bias – Create a culture where team members feel safe challenging your perceptions and decisions. Self-awareness grows when we open ourselves up to learning. Confirmation bias is human. But great managers don’t let it drive their decisions. We owe it to our teams—and to ourselves—to do better. What strategies have helped you combat confirmation bias in leadership? Let’s learn from each other. ⬇️ #ExecutiveLeadership #DecisionMaking #TalentManagement #WorkplaceExcellence #ConfirmationBias

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

If you're a leader who works in or cares about #diversity, #equity, and #inclusion, let the one thing you read today be my latest piece for the Harvard Business Review: What Needs to Change About DEI—and What Doesn't. Link in the comments. In the past few months, I've worked with dozens of leaders to navigate the most recent wave of anti-DEI backlash and misinformation. The same tough questions come up: "How do I keep my commitment to DEI alive without getting bogged down in controversy?" "Should I change how my organization does DEI in response to this moment, and if so, how?" This article sums up the guidance I've given to these leaders, and I'm sharing it with all of you in the hopes it will help your organizations meet the moment as well. DEI needs to change, but not in the way its loudest detractors think. ⚡ What Needs to Change ⚡ ❌ Clumsy, Jargon-Heavy Communication Drop the buzzwords. Diversity efforts build workforces that reflect the communities they serve by giving everyone a fair chance to enter and rise through each level of our organizations. Equity efforts design organizational systems and processes that prevent discrimination and equip everyone with the resources they need to succeed. Inclusion efforts create working environments where everyone is treated respectfully and is valued for their unique contributions and backgrounds. When we don't communicate clearly about our own work, misinformation fills that void—to everyone's detriment. ❌ Disconnected and Decoupled DEI Goals and Programs Stop with the endless stream of programmatic events. Integrated DEI strategy beyond "food, fun, and flags" looks like embedding inclusive leadership competencies into promotion and performance evaluation criteria, establishing respectful communication norms, setting department-specific inclusion and equity goals, implementing pay equity audits, expanding employee benefits, and investing in accessibility throughout the product design process. ❌ Nonexistent or Vanity DEI Measurement We've spent decades asking "how much our workshop attendees enjoyed the experience," and yet systemic racism, sexism, and inequity is still alive and well. I want to see us pre- and post- testing our interventions. Using demographic analysis to identify inequities throughout our organizations. Setting target outcomes for our DEI strategy. A/B testing the initiatives we roll out. Holding department leaders responsible and accountable for the DEI outcomes under their watch. ⛰️ What Shouldn't Change ⛰️ 🌱 Responsiveness to Broader Society 🌱 Commitment to Healthy Organizations 🌱 The Belief That We Can Be Better DEI can and should evolve. So long as leaders maintain our commitment to healthy organizations above all else and stay strong in our belief that we can achieve a better world for all of us in our future—rather than deluding ourselves into thinking it existed in the past—we can continue making impact with our heads held high.

When they resist your leadership because of your melanin? Here's what you do. ⬇ Let's start off with a story. I was fairly new to my role. The meeting was between me, my team member, and a table full of department heads. I was also probably the only melanated person in the room.  When they asked, “Why do we need two of you, and who put you in charge?” I knew I was in trouble. The conversation did not improve from there. Even though I had just explained my role, they purposely called me by the incorrect title throughout the meeting. I was not okay. But in the end I didn't have to say a word, because I had 3️⃣ lines of defense. 1️⃣ Documentation If you are a woman of color in leadership and you are managing or functioning on a team that does not look like, identify with, or support you: start an "evidence list." Make note of: ✅ The projects you’ve got going on ✅ The work that you’re doing ✅ Who you’re working with ✅ The results of that project.  When you take documentation seriously, you can stand by what you’re doing without the need to feel defensive or combative, because you have the data.  2️⃣ Discernment In the moment, I want you to ask yourself three questions: ❓ Does it need to be said?  ❓ Does it need to be said by ME? ❓ In this environment, will my response bring about resolution? In my situation, something DEFINITELY needed to be said, but the ✨ environment was not conducive to resolution. ✨ Unfortunately, I knew from experience that raising this issue then and there would result in me being labeled “the angry black girl.” 3️⃣ Your Team At that point in my career, I had developed the skills I needed to gather my dream team and lead them effectively. And it was my TEAM MEMBER who spoke up. After a few more unacceptable interactions, she’d had enough. She told everyone in the room, 🙋♀️ “I would like to clarify something. I am the director. SHE is the person I report to. Please give her that respect.”  Okay sis!! Did I address that meeting later, in private? Absolutely. We are not here to play games. However, in that moment, my team had my back. But I want you to hear me: 📣I am not suggesting this because I want you to be combative or to live in fear. I want you to be equipped.  And baby? At the end of the day? When you’re in a leadership role, you’re still the decision-maker, whether they like you or not. 

To build your management toolkit, practice Microvalidations. Why? Culture--or the organizational context of work--can greatly enhance or detract from team effectiveness. When I speak to organizational leaders, they indeed value having their team members feel included. Yet, as the latest LeanIn McKinsey Women in the Workplace report and years of social science studies show, our cultures do not always deliver on the intention of inclusion. Instead, interruptions, stereotypical comments, and stolen or overlooked ideas can be quite commonplace in team dynamics. The frequency and negative impact have been shown to be much higher for people from marginalized groups, including women, people of color people from the LGBTQ+ community and people with disabilities. So, what can you do? I love these ideas from Prof. Laura Morgan Roberts, or positive actions managers can take to deliver on their intention of inclusion. Focus on what Roberts calls microvalidations. These are affirming actions that can help managers and teams create cultures where people feel valued and can effectively contribute to the team. These straight-forward actions, when done regularly, can become the good habits to foster inclusion. Here are Prof. Roberts’ microvalidations: ◾ Acknowledge presence. Women or people of color are often assumed to be of lower status when they walk into a room and are greeted with silence, not given full attention, or are interrupted, Roberts says. Give a nod or a warm smile and make eye contact. When someone is speaking, put away your phone and close your laptop. ◾ Validate identity. Refer to people as they want to be referred to. Don’t use nicknames or anglicize names that are harder for you to pronounce, Roberts said. ◾ Voice your appreciation. Share in real time when colleagues make important contributions, even if they are disagreeing with you. Highlight achievements to other members of your organization, whether the individual is in the room or not, Roberts said. ◾ Support leadership and growth. The leadership of managers and executives who are not white and not men is often challenged so women and people of color don’t get the same opportunities they need to grow and aren’t given the respect they deserve, Roberts said. Express confidence in their leadership, acknowledge the challenges they face, make introductions to key contacts and provide encouragement and coaching. Together, action by action, we can indeed build team contexts in which people can do their best work and be valued for their contributions. #diversityandinclusion #womenleaders

💠 Inclusive Leadership: Creating a Culture That Embraces Diversity💠 As an HR leader, I’ve seen firsthand how the strength of a company truly lies in its people—and the diversity of perspectives they bring to the table. But real inclusion goes beyond simply hiring a diverse workforce. It’s about creating an environment where every person feels valued, heard, and empowered. As HR leaders, we have the responsibility—and the opportunity—to build inclusive environments that don’t just check boxes, but genuinely empower individuals to bring their whole selves to work. I’m passionate about this topic because it’s a challenge we all need to face head-on: How do we cultivate a culture of belonging that allows everyone to thrive? Here’s what I’ve found works to move the needle in building an inclusive workplace. 🔹 Lead by Example: Leadership sets the tone. Commit to ongoing learning about diverse perspectives and model inclusive behaviors. Your openness can inspire others to follow. 🔹 Foster Open Dialogue: Create safe spaces for employees to voice their experiences, ideas, and concerns. Implement regular check-ins and feedback channels that encourage honest conversations about diversity, equity, and inclusion (DEI). 🔹 Revamp Hiring and Development: Go beyond the resume. Focus on building diverse teams by removing biases in recruitment and offering equal growth opportunities for all employees, regardless of background or identity. 🔹 Measure, Adjust, Repeat: Regularly assess DEI efforts through employee surveys, data analysis, and feedback loops. Be willing to adjust your strategies based on what the data and your employees are telling you. 🔹 Celebrate Differences: Acknowledge and celebrate the diverse cultures, identities, and experiences that make up your organization. Whether through employee resource groups (ERGs) or company-wide events, find ways to amplify diverse voices. Inclusive leadership is a journey, not a destination. It requires ongoing commitment, curiosity, and empathy—but the reward is a workplace where everyone thrives. How is your organization fostering a culture of belonging? If you’re looking for ways to build a culture of belonging, HR Soul Consulting would love to discuss how we can support your organization on this journey. #HRLeadership #InclusiveWorkplace #DEI #CompanyCulture #LeadershipDevelopment #Belonging #soulifyyourhr

Last week, a young LGBTQ+ exec asked me: How do you thrive in corporate leadership (while staying true to who you are)? [ Settle in—here are 9 power moves, no corporate BS] Access Granted: Real Talk for LGBTQ+ Execs 1.Strategic Authenticity • Choose your coming out narrative thoughtfully • Own your story as a leadership strength • Build authenticity into your executive brand 2. Cultivate Executive Sponsorship • Identify allies in senior positions • Build relationships beyond mere mentorship • Create two-way value exchanges 3. Lead ERG Initiatives Strategically • Connect ERG goals to business outcomes • Use your position to drive meaningful change • Showcase business acumen through DEI leadership 4. Master Stakeholder Communications • Develop clear messaging about your leadership vision • Address concerns proactively • Transform potential challenges into opportunities 5. Build Your Power Network • Connect with other LGBTQ+ executives • Join industry-specific LGBTQ+ professional groups • Create informal leadership circles 6. Leverage Your Unique Perspective • Use your experiences to drive innovation • Bring diverse thinking to strategic decisions • Champion inclusive leadership practices 7. Navigate Corporate Politics Wisely • Read organizational culture expertly • Choose your battles strategically • Build coalitions across departments 8. Develop Next-Gen Talent • Mentor emerging LGBTQ+ leaders • Create pathways for diverse talent • Build a legacy of inclusive leadership 9. Maintain Work-Life Integration • Set boundaries that work for you • Choose companies aligned with your values • Build support systems that understand your journey 💡 Pro Tip: Your identity isn't just part of who you are—it's a leadership advantage that brings unique insights to the executive table.

Being late isn’t about disrespect. It’s about culture. (And preferences) It drives you crazy. You see it as disrespectful, unprofessional, and frustrating. For years, I used to feel the same about my father’s chronic lateness. Calm, unbothered, and always on his own clock—while I stared at mine, frustrated. But here’s the truth:
Its not a personal flaw or disrespect. It’s cultural.
 In some polychronic communities —like South Asia, Latin America, and Africa —time is fluid: ❗️Relationships matter more than rigid schedules. ❗️Presence > punctuality. In some Western communities, we live by monochronic time: ❗️Schedules are sacred. ❗️Time is money. To make things even more interesting, time perception differences exist in our own backyard too. The result? Misunderstandings, frustration, and lost trust. 
But everything changed when I activated Cultural Intelligence. I stopped fighting my father’s sense of time. Now, I anticipate, adapt, and connect. Time isn’t the enemy—it’s the opportunity to connect. Here’s how you can use Cultural Intelligence to elevate your executive presence: 1. Drop the judgment.
→ Different isn’t wrong. It’s just different. 2. Ask questions.
→ Ask what time means before assuming disrespect. 3. Plan for flexibility.
→ Build buffers into meetings or meetups to avoid unnecessary stress. 4. Prioritize people. 
→ Connection drives results, not rigid timelines. 5. Adapt and respect.
→ Great leaders meet people where they are. Cultural intelligence isn’t just a nice to have - It’s an executive presence imperative. 
P.S. How do you handle it when someone’s late—grit or grumble?

🌍 “I Want Someone American” – What Happens Next Defines Your Workplace Culture 🧑🏽⚕️ Imagine being Maria, a dedicated nurse from the Philippines working at a senior living facility. She walks into a patient’s room with compassion and years of experience, only to be told: 🗣️ “Send someone else. Someone American.” Maria pauses. Does she stay? Leave? Will management support her, or quietly comply? These are the moments that define a workplace culture. ⚠️ Unfortunately, incidents like this are not rare. Across many senior living settings, employees from diverse backgrounds routinely experience this type of behavior, expressed through similar requests from patients, residents, or their families. ❌ When organizations choose to honor biased requests, they send a troubling message—that not everyone in the workplace is equally valued or protected. This not only undermines efforts to build a culture of inclusion and equity but also erodes trust and belonging among team members. 🛠️ In my Featured Section, you’ll find the entire article with practical strategies to implement in situations like this. You’ll also find a Resource Packet carefully designed with low-risk activities to help residents and staff learn about each other’s stories, cultures, and traditions. 🚩🚩But here’s what often gets overlooked: We must meet residents where they are. It’s easy to write off discriminatory requests from residents as simply “wrong.” 🧠 Culturally competent leaders recognize that this type of behavior often comes from fear, generational norms, and unfamiliarity—not hatred. 🧓 Older residents may have grown up in environments where diversity was scarce and cultural norms were narrow. 🩺 Many are navigating loss, illness, or cognitive decline—adding to a sense of vulnerability. In these moments, unfamiliar accents or appearances may subconsciously register as “other,” triggering resistance. �� The key is to lead with empathy without compromising values. Leaders can: ✨ Facilitate activities that introduce residents to staff’s backgrounds, traditions, and life journeys. ✨ Help residents reflect on the shared humanity they hold with staff. ✨ Dismantle stereotypes by creating opportunities for regular, positive interactions. ✨ Treat inclusion not as a switch to flip, but as a shared learning process for your entire community. 👉🏽 The goal isn’t to shame. It’s to shift from fear to familiarity, from separation to connection. ❤️ When we create senior-living communities where everyone feels seen, supported, and safe, we don’t just comply with the law. 🌱 We build stronger, more sustainable environments where everyone belongs. #CulturalCompetence #InclusiveWorkplaces #SeniorCareInclusion #WorkplaceBelonging _________________________ 💬 Ready to Move from Awareness to Action? 📅 Let’s explore how our programs can support your global inclusion goals. 👉 Schedule a conversation today!