Exploring Inclusive Leadership in the Post-Pandemic Workplace

DEI After 5 with Sacha

One thing that’s become crystal clear in the past few years is this: leadership, as we knew it, doesn’t work anymore.

The post-pandemic workplace is asking something different of us. And while some leaders are clinging to old playbooks—those rooted in control, hierarchy, and performance at all costs—others are leaning into something more sustainable and human: inclusive leadership.

But let’s be honest. “Inclusive leadership” is one of those terms that’s gotten a lot of airtime but very little depth. It’s not just about hiring a diverse team or checking the right boxes during a quarterly review. It’s intentional. It’s introspective. And it requires action.

On a recent episode of the DEI After 5 podcast, I spoke with two powerful voices in this space: Dr. Alex and Diane Finn. What I appreciated most was that neither of them treated inclusive leadership like a title you slap on your LinkedIn profile. For them, and for the leaders I work with, it’s something you practice. Daily.

It Starts With Intentionality

Dr. Alex reminded us that there’s no one-size-fits-all definition of inclusive leadership. But there are behaviors that show up consistently—like humility, active listening, curiosity, and the ability to create space for hard conversations.

She emphasized that leaders must be willing to challenge the norms, ask why, and reflect on their own advantages—not with guilt, but with purpose. That’s the difference between performative allyship and real, lasting change.

Diane’s journey into this work began with helping women re-enter the workforce through her company Reboot XL. Her scope expanded, but her goal stayed the same: to build cultures where people—especially those from underrepresented backgrounds—can thrive, not just survive.

It Requires Self-Reflection

Inclusive leadership is personal. It forces you to look in the mirror. Diane and Dr. Alex were aligned on this: the work starts within. It's about unpacking our own biases, understanding how our identities shape our experiences, and committing to ongoing self-awareness.

You can’t lead inclusively if you’re disconnected from the people you lead.

That’s why belonging is such a critical benchmark. It's not just about how leaders feel they're doing—it's about how the people around them experience their leadership. Do they feel seen? Heard? Respected? Safe?

When we ask those questions, we uncover patterns. Maybe engagement scores for women, Black employees, or other marginalized groups are significantly lower. That’s a signal—not just to HR, but to leadership. Inclusive leadership is about naming those disparities and doing the work to understand and address them.

It’s a Leadership Practice, Not a Checkbox

The truth is: inclusive leadership can’t just live at the middle management level. It must be modeled at the top. When senior leaders dismiss it as “not a priority” or treat it like a diversity checkbox, the rest of the organization follows suit. Culture change doesn’t happen through lip service. It happens through consistent action.

That action might look like:

* Actively sponsoring emerging leaders from underrepresented groups.

* Creating psychologically safe spaces where dissent is welcomed—not punished.

* Holding other leaders accountable for behaviors that harm team dynamics or reinforce bias.

And it also looks like listening deeply—to the voices in the room, but also to the ones that haven’t been invited yet.

It’s Not Just About Saying the Right Thing

Let’s also name this: inclusive leadership is not about saying the perfect thing on a company-wide Zoom. It’s about what you do when nobody’s watching. It’s about how you navigate microaggressions, how you respond when you get something wrong, and how you repair trust when harm has occurred.

We live in a world where people are scared of being “canceled.” But fear shouldn't stop us from growth. As Dr. Alex said, “Have the conversation. Make the mistake. Learn. Then try again.” That’s how trust is built.

So What Now?

If you’re listening to this and wondering where to start, here’s what I’ll offer:

* Get honest with yourself. Where are your blind spots? What are you afraid to confront?

* Choose one action. Whether it’s sponsoring someone, reviewing engagement data by demographics, or creating space for feedback—start somewhere.

* Commit to the long haul. Inclusive leadership is a practice, not a performance. And the people you lead can tell the difference.

🎧 Catch the full episode of DEI After 5 on Substack at 5:15 PM today.We go deeper into all of this—with real talk, lived experience, and practical takeaways for anyone leading teams in today’s workplace.

And if you’re ready to explore how your organization can move from intention to impact, reach out. The Equity Equation is here to help you make inclusion real, not just aspirational.

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