Diversity and Ethics in Leadership

💥 Increasing diversity isn’t enough. What you do next is what makes all the difference 💥 We know that greater diversity can bring real advantages: better decisions, smarter risk management, stronger client relationships, more creative solutions and fewer costly blind spots. But as the latest research from TheDiversityProject and Alex Edmans highlights, it’s more complex than that (link in the comments). And those of you who have followed me for a while know that I love getting into the nuance - for that is where the difference that makes all the difference lies. Here are some of the findings:- 👉 Diversity isn’t just about who’s in the room; it’s about how these people work together 👈 Demographic diversity, such as gender, race or background, can bring different perspectives. But it doesn’t automatically lead to diversity of thought. Simply adding diverse individuals into existing teams without adapting the leadership styles, culture or ways of working often leads to frustration, tokenism and lost potential. 👉 Cognitive diversity brings different ways of thinking, and that’s exactly why it can create friction 👈 When people approach problems from different mental models, disciplines or communication styles, it becomes harder to coordinate, align decisions and fully understand one another’s perspectives. Without strong leadership, shared frameworks and psychological safety, people often end up talking past each other and the benefits stay locked away. This strongly echoes what my research. Women feel that if the surrounding culture often remains rooted in traditional leadership norms, what looks like inclusion on paper can feel very different in practice. 👉 Psychological safety is non-negotiable 👈 When people don’t feel able to challenge or share alternative views safely, cognitive diversity stays dormant. Many women in my research described the Communication Bias where assertiveness and volume are given unfair focus and mistaken for competence, leaving many unable to make their valuable contributions. ✅ Inclusive leadership is the real lever Leaders need to create environments where different thinking styles are welcomed, dissent is safe, and contribution isn’t limited to those who shout the loudest. This is about more than just increasing diverse people in your teams; it’s about building a genuinely inclusive culture where those people feel able to contribute fully. 🔑 The key takeaway is that having diverse people and thinking holds huge potential but it requires intentional leadership for it to be unlocked. It will not add value by default - it only delivers when leaders create the conditions for it to flourish. What are your thoughts? Where have you seen cognitive diversity work well, or not, in your organisation? And how are you creating the conditions for real diversity of thought to thrive? #Inclusiveleadership #Organisationalculture #Psychologicalsafety #Womeninleadership

The question of women’s leadership isn’t just about breaking barriers—it’s about reimagining what leadership is and why it matters. New LinkedIn data shows that while the percentage of women in top management positions has risen globally, progress has slowed in recent years. In Australia and New Zealand, women hold only about a third of senior leadership roles. The question many are asking is: How do we close the gap? My own journey—as a leader, a researcher, and someone deeply engaged in questions of justice—has led me to an often-overlooked dimension: the role of spirituality and moral transformation in leadership. Too often, leadership is framed in transactional, competitive terms. But truly transformative leadership is about service, moral courage, and a vision that transcends personal ambition. Many of the most profound movements for justice—including those led by women—have drawn their strength from spiritual and ethical frameworks that insist on the full equality of all people. If we want to see more women in leadership, we need to move beyond just fixing the system—we need to rethink what leadership is for. Leadership should not be about power over others, but about power with others. We need models of leadership that emphasise collaboration over hierarchy, wisdom over ego, and justice over personal gain. So what does this mean practically? ✔️ Mentorship with purpose: Not just teaching women how to navigate existing power structures, but how to transform them. ✔️ Institutional courage: Organisations must not only commit to diversity quotas but to deeper cultural change, valuing diverse ways of leading. ✔️ A moral shift in leadership thinking: Recognising that leadership is about collective progress, not individual status. As someone whose work bridges human rights, spirituality, and social change, I believe the most urgent question isn’t just how we get more women into leadership—but what kind of leadership we are cultivating in the first place. I’d love to hear from others: What has shaped your leadership journey? And how do we build leadership models that serve the world, not just the system? #Leadership #WomenInLeadership #Spirituality #DiversityAndInclusion #Justice #LinkedInNewsAustralia #IWD25

As you've likely witnessed, there's been a noticeable backlash against DEI programs, with slashed budgets and backtracked commitments. While this development is disheartening, it is not entirely surprising. It reflects a deeper issue I discuss in my book, Untapped Leadership, in a section entitled "MOVING BEYOND DIVERSITY, EQUITY, AND INCLUSION." In the book, I argue that while DEI discussions are essential, they often fail to address the fundamental problem: the problematic roots of our leadership structures. The recent backlash and budget cuts to DEI programs underscore this point. These initiatives, though well-intentioned, have frequently become ancillary or performative, lacking depth and structural change. This situation has left many DEI executives burnt out, facing the impossibility of their tasks. They are essentially asked to add branches to an inherently shaky trunk resulting from weak roots. The root of the problem lies in how we define leadership and perceive who is capable of leading organizations. For too long, companies' top executives and boards have been helmed by imbalanced representation, fueling a bias in leadership rhetoric that subtly but significantly impacts our interpretations of leadership, favoring those who align in identity and approach and sidelining those who offer different perspectives and styles. To truly embed DEI into the fabric of our organizations, we need to reframe our understanding of leadership itself. It's not about adding branches to a decaying tree; it's about nurturing the roots with a more inclusive and holistic approach. This means recognizing and valuing diverse leadership styles and perspectives, especially those from marginalized groups. The current trend of cutting DEI program budgets is a step backward. It suggests that many organizations still view DEI as an optional add-on rather than an integral part of their core operations and values. To move forward, we must integrate DEI into the very definition of leadership and decision-making processes. This integration ensures that diverse perspectives shape our organizations' direction and ethos rather than serve as a nice-to-have. In essence, DEI should never be an afterthought or a superficial layer in our organizations. It needs to be woven into the very fabric of how we define and practice leadership. As leaders, entrepreneurs, and change-makers, we must commit to this deeper, more meaningful work if we're genuinely invested in creating a more diverse and inclusive future. --- Untapped Leaders #leadership #dei #untappedleadership #untappedleaders

Last week, I shared a new leadership model I have conceptualized for some time. The name is still going through a few iterations, but the premise remains unchanged. Influenced by the work of John C. Maxwell and the Maslow Leadership & Maslow Research Center's reenvisioning of the needs of employees in the post-pandemic workplace, at the heart of this new model is the idea that effective leadership is a dynamic process that combines various elements of inclusive leadership, psychological safety, and emotional intelligence. It's not about progressing from one level to the next but continuously weaving these elements into your leadership approach. Foundational Leadership: Leaders are actively working on building trust, respect, and psychological safety within their teams. They lay the groundwork for inclusive practices and prioritize emotional intelligence to understand their team members' needs and concerns. Relationship-Centered Leadership: Leaders continue to prioritize trust and relationships, creating a safe and inclusive environment. Emotional intelligence is crucial for understanding team members' emotions and motivations. Fostering psychological safety through open communication, empathy, and genuine care for team members. Results-Oriented Inclusivity: Leaders focus on results and inclusivity, ensuring everyone's unique contributions are recognized and valued. Psychological safety is maintained, allowing team members to collaborate effectively, and emotional intelligence helps navigate challenges on the path to achieving goals. Empowerment Leadership: Leaders empower team members to reach their full potential, promoting inclusivity by providing development opportunities. Emotional intelligence plays a significant role in supporting individual growth and helping team members overcome obstacles. Inclusive Visionary Leadership: Leaders at this level profoundly impact fostering diversity and inclusion throughout the organization. They excel in creating psychological safety, ensuring every voice is heard and valued, regardless of hierarchy. Their exceptional emotional intelligence enables them to navigate complex situations and promote inclusivity at all levels. In this model, inclusive leaders continuously integrate elements from each stage, creating a holistic approach to leadership that encompasses inclusivity, psychological safety, and emotional intelligence. It's not a linear progression but a dynamic, ongoing process of growth and adaptation. Leaders may draw from different elements depending on the context and the needs of their teams and organizations. This interconnected model reflects the complexity and richness of modern leadership in a diverse and inclusive world. What else should I consider as I continue to build and iterate on this inclusive leadership model? Let me know below in the comments!

As leaders, one of the most powerful tools you can wield is the ability to see things from another person's perspective. This isn't just about empathy; it's about strategy, growth, and achieving goals with a deeper understanding. In my journey, I've learned that true leadership is not about imposing our vision but about harmonizing it with the viewpoints of those around us. It's about stepping into someone else's shoes and viewing situations, ideas, and challenges through their eyes. This shift in perspective can transform how we approach problem-solving, decision-making, and innovation. Studies have shown that companies with diverse leadership teams are 33% more likely to outperform their peers in profitability. This success isn't just due to diverse backgrounds but also to diverse perspectives. When leaders actively seek out and understand different viewpoints, they foster an environment where all team members feel valued and heard, leading to higher engagement, better decision-making, and ultimately, greater success. Here are some practical tips for leveraging perspective-taking in leadership: Ask Open-Ended Questions: When discussing ideas or resolving conflicts, ask questions like, "How do you see this situation?" or "What would be the ideal outcome for you?" This opens up dialogue and reveals insights you might not have considered. Active Listening: Truly listen to understand, not just to respond. This means paying full attention, acknowledging emotions, and summarizing what you've heard to ensure clarity. Diverse Teams: Cultivate diversity in your teams. This isn't just about demographics but also about different experiences and viewpoints. Diverse teams can challenge your assumptions and broaden your perspective. Conflict Resolution: When conflicts arise, try to understand each person's underlying needs and concerns. Use this understanding to find common ground and develop mutually beneficial solutions. Empathy Mapping: Create empathy maps to visualize what others might be thinking, feeling, hearing, and seeing. This can help in understanding their motivations and barriers. In our current environment of heightened emotions and varied viewpoints across different sectors, honing the ability to empathize and respect diverse perspectives is crucial for effective leadership and achieving meaningful progress. By integrating these practices into our leadership approach, we not only enhance our ability to lead effectively but also build stronger, more resilient organizations. Remember, true leadership is not about having all the answers but about asking the right questions and valuing the perspectives of those we lead.

As a Black, female, first-generation American, I’m a lived example of why promoting diversity in leadership is essential—not just for individual growth, but for personal and communal growth, and the broader impact on organizational success. My journey from analyst to executive has shown me the transformative power of diversity, both in terms of personal development and the positive ripple effects it creates within communities and organizations. Diverse leadership brings a new set of perspectives that are crucial in today’s global and interconnected world. It’s not just about checking a box; it’s about ensuring that the decisions being made at the highest levels are informed by a wide range of experiences. This approach leads to more innovative solutions and drives better business outcomes. I’ve personally witnessed how my presence in leadership has encouraged other women of color to see themselves in these roles, to believe that they belong, and that their voices matter. This isn’t just about individual success—it’s about fostering growth that benefits entire communities. By prioritizing diversity, companies not only benefit from varied perspectives but also contribute to the empowerment of the communities those diverse leaders represent. It’s a win-win, creating a stronger, more inclusive future for everyone involved.

Diversity gets people in the door. Inclusion decides if they stay. I’ve been the “only” more times than I can count: The only woman. The only Black executive. The only one questioning whether I could be fully myself and still be seen as a leader. And I’ve worked with companies that celebrated their diversity numbers, thinking that was enough. But 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐢𝐬 𝐣𝐮𝐬𝐭 𝐨𝐩𝐭𝐢𝐜𝐬. 📊 McKinsey found that diverse teams are 𝟑𝟓% 𝐦𝐨𝐫𝐞 𝐥𝐢𝐤𝐞𝐥𝐲 𝐭𝐨 𝐨𝐮𝐭𝐩𝐞𝐫𝐟𝐨𝐫𝐦, 𝐛𝐮𝐭 𝐨𝐧𝐥𝐲 𝐰𝐡𝐞𝐧 𝐩𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐚𝐟𝐞𝐭𝐲 𝐢𝐬 𝐩𝐫𝐞𝐬𝐞𝐧𝐭. That means people need to feel safe to speak up, disagree, and show up as their full selves. Without that, people hold back, and companies fall short. Inclusion isn’t a checkbox. It’s a practice. It’s what leaders model every day. Here are 3 ways to lead more inclusively: 𝟏 - 𝐈𝐧𝐯𝐢𝐭𝐞 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞: Don’t just say you value diverse voices → make space for them and listen. 𝟐 - 𝐑𝐞𝐝𝐞𝐟𝐢𝐧𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Not all authority looks or sounds the same. 𝟑 - 𝐒𝐩𝐞𝐚𝐤 𝐮𝐩: Silence in the face of bias gives it permission. Diversity opens the door. Inclusion builds the room. Belonging brings it to life. #InclusiveLeadership #CharleneWheeless #DEI #PsychologicalSafety #LeadWithHeart #BelongingMatters #AuthenticLeadership