Business leaders, what's one piece of advice you would give to a new leader about managing a diverse and inclusive workplace?

Question

Managing diverse and inclusive workplaces is a critical skill for new leaders in today's global business environment. This article delves into practical strategies and expert insights on fostering open dialogue, understanding equity, and leading with empathy. Drawing from the wisdom of seasoned professionals, it offers actionable advice to help emerging leaders create authentically inclusive cultures where every team member can thrive.

Niclas Schlopsna · Answer

Managing a diverse and inclusive workplace is less about ticking boxes and more about genuinely appreciating the unique perspectives everyone brings to the table. I learned this firsthand at Spectup when we hired a team member who came from an entirely different cultural background, with a work style that initially felt out of sync with the rest of the team. At first, some in the group questioned how it would work, but instead of trying to "fit" them into our existing mold, we opened up a conversation about how we could adapt processes to make collaboration smoother. It turns out, their approach introduced a level of creativity to our brainstorming sessions that completely transformed how we tackled client challenges.
The key advice? Create an environment where people feel safe to express themselves fully without fear of judgment. One time, during a strategy meeting, I casually shared my mishap while working on a startup pitch during my early career--it was a total flop, yet it got everyone laughing and opened up a space where others felt okay sharing their own missteps. Small gestures like this foster trust and knock down those invisible barriers diversity can sometimes create. I also encourage new leaders to actively seek feedback, not just about the workload but about workplace culture and inclusivity. At Spectup, we regularly run anonymous pulse checks to ensure everyone's voice is heard, even those who might feel less comfortable speaking out upfront. You'll be surprised how little tweaks--like celebrating holidays from different cultures or giving people autonomy to personalize their workflows--can lead to big changes in team unity and productivity.

Stacey Gordon · Answer

I would advise business leaders to get very clear on the difference between equity and equality. Fair doesn't always mean equal. When you have a diverse workforce to manage, you can't give everyone the same tools and expect that they are all going to be able to conduct work in the same way. Employees have different learning styles, and they have different experiences. As a manager, you also have to learn how to manage across those differences. This involves not only learning how to do it but also learning how to explain it to others who don't always understand it, which can make them perceive differences as preferential treatment or discrimination.

Nancy Capistran · Answer

Listen deeply, act intentionally, and foster genuine belonging.
Diversity isn't merely a checkbox—it's a catalyst for innovation and growth. Make it your priority to create an environment where every voice is valued and heard, not just represented. This means:
1. Encourage open dialogue and invite differing viewpoints, even when it's uncomfortable—it's where the best ideas and solutions emerge.
2. Address blind spots by seeking honest feedback and being transparent about your own learning journey.
3. Be proactive about equity. Ensure everyone has fair access to opportunities and resources, not just equal treatment.
4. Lead by example. Model respect, curiosity, and flexibility. Your team will follow your lead in building trust and understanding.
5. Keep the conversation going. Inclusion is never "one and done." Regularly review your practices, ask for input, and stay nimble as your team and the world evolve.
Bottom line: When people feel safe and seen, they bring their best. That's how you build stronger teams, smarter strategies, and a workplace where everyone thrives.

Shane Lucado, Esq. · Answer

If you are leading a diverse team, listen as if you are the quietest person in the room. Then create space as if your job depends on it. Because it does. Inclusion is not a checklist. It is how safe people feel to speak, fail, and stay. You do not fix culture by celebrating it. You fix it by correcting what breaks it. That means being the first to acknowledge bias, the fastest to protect dignity, and the last to speak when someone shares hard truth.
Do not wait for HR to make things right. If you lead people, you are already responsible. Hire across lines. Promote across lines. Praise in public. Coach in private. Watch the small things—who gets interrupted, who always takes notes, who gets tagged on the wins. Then change the pattern. Consistency over noise wins trust. That is where inclusion actually happens.

Dan Grigin · Answer

Create authentic learning opportunities between team members rather than implementing formal diversity programs. In our flooring showroom, we implemented rotating partner days where installation specialists pair with design consultants from different backgrounds to serve customers together. This organic approach has not only improved cross-cultural communication but significantly enhanced customer experience as team members naturally share unique perspectives. When a Mandarin-speaking designer collaborated with our veteran installer, they discovered cultural nuances affecting flooring preferences in multigenerational homes that we've since incorporated into our consultation process. These genuine collaborative experiences build meaningful inclusion through shared problem-solving rather than through artificial team-building exercises or mandatory training sessions.

Max Shak · Answer

One piece of advice I would give to a new leader managing a diverse and inclusive workplace is to prioritize listening over speaking, especially when you're just starting out. It might seem counterintuitive at first, but taking the time to understand the perspectives, experiences, and challenges of your team members is foundational to building a truly inclusive culture. People want to feel heard, and they want to know that their unique viewpoints are valued.
In my experience, fostering an open environment where people feel safe to share their thoughts--not just about the work but also about their experiences--has led to more creative solutions and stronger team dynamics. The diversity within a team isn't just about different backgrounds or identities; it's about the diversity of ideas, working styles, and problem-solving approaches. The more you can nurture that diversity, the stronger your team will be.
I've also learned that inclusivity is an ongoing process, not a one-time initiative. It's about weaving inclusivity into the fabric of your team's daily interactions, decision-making processes, and even how you handle conflict or feedback. Small acts, like actively making space for quieter voices during meetings or considering diverse viewpoints when developing strategies, go a long way in demonstrating your commitment to inclusivity.
Ultimately, the role of a leader isn't to have all the answers but to create an environment where everyone feels empowered to contribute their best. The key takeaway here is that managing a diverse and inclusive workplace requires patience, humility, and an ongoing commitment to learning. Your ability to lead by listening will set the foundation for a thriving, innovative, and respectful workplace culture.

Kritika Kanodia · Answer

One piece of advice I'd offer to a new leader managing a diverse and inclusive workplace is this: listen deeply, without assumption.
When I began leading teams at Kalam Kagaz and my other ventures, I quickly learned that inclusion isn't just about hiring people from different backgrounds; it's about creating a culture where every voice feels valued, heard, and safe. That takes intention. It means inviting different perspectives into decision-making, actively checking for unconscious bias in processes, and being open to feedback, even when it's uncomfortable.
One thing that's worked well for us is creating regular, safe spaces for open conversations, where team members can express concerns, share experiences, and offer ideas anonymously if needed. That trust is the foundation of everything.
Remember, diversity brings innovation. Inclusion sustains it. Lead with empathy, and the rest follows.

Wayne Lowry · Answer

Start by carving out genuine listening sessions with team members from different backgrounds and actually acting on what you learn. I kicked off monthly "Coffee and Culture" huddles at BestDPC.com where colleagues shared traditions, frustrations, and wild ideas while swapping stories over lattes. That habit uncovered simple tweaks—like asynchronous work options for parents and rotating holiday observances—that sent a clear message: we see you, we value you. Couple that with an AI-driven pulse survey to spot sentiment gaps, and you'll catch issues before they become crises. When you close the feedback loop and adjust policies, inclusion stops being a buzz phrase and becomes the secret ingredient behind faster problem-solving and creative breakthroughs.

Sasha Laghonh · Answer

Focus on the business mission while cultivating a community within the organization. Refrain from trying to become everything to everyone. The latter approach can create more divisions because a diverse and inclusive workplace should celebrate humanity while affirming the rewards of good work performance. When organizations start putting more emphasis on attributes, employees are granted credit for variables they didn't choose in life. They solely inherited them. True diversity and inclusion are derived from a place of self-respect and emotional intelligence to embrace the strengths of all contributors welcomed in the workplace. It's a clear choice to make for a mature leader who understands the true essence of business. United we stand, divided we fall.

Mark Krajnik, LSSGB, CPC · Answer

People leadership is a privilege that requires continuous improvement, leadership development skills, and an open-minded approach to bring people together to perform at their best.
As a new leader, it's important to listen more than you speak. Schedule one-on-one meetings with your team members on a regular basis to gain insights into their professional goals, needs, and challenges. Be inclusive and empathetic, and learn from one another. Diverse thoughts, opinions, experiences, and ideas only help to find the best solutions.
Lead by example. Use your high level of emotional intelligence and always include others before making a decision. Handle any conflict resolution quickly, providing course correction around behaviors and attitudes so issues never become problems. Develop the art of delegation to enhance others' skills. Finally, be genuine and authentic, always following through on your commitments.

Christina Linton · Answer

Great leaders communicate with intention.
Take the time to understand not only your own communication style but also the unique styles of each individual on your team. Then go beyond the Golden Rule--don't just treat people how you want to be treated, follow the Platinum Rule: treat people how they want to be treated.
Why? Because we're all wired differently. We bring our own experiences, preferences, and perspectives to the table. If you only communicate from your own lens, you risk missing the mark. But when you adjust your approach to connect in the way they receive best, you unlock trust, clarity, and ultimately, performance.
The truth is, you can't fully optimize your organization until you've optimized how each person performs--and that starts with how you communicate.

Georgi Petrov · Answer

One piece of advice I'd give a new leader is to listen more than you talk, especially in diverse teams. Inclusion starts with making people feel heard, not just seen. Early on, I made the mistake of assuming I understood my team's needs, but it wasn't until I created space for open feedback—anonymous surveys, one-on-ones, and small group check-ins—that I truly saw where we were falling short.
When people feel safe to share different perspectives, your team gets sharper, faster, and more creative. But that only happens if you actively remove fear from the equation. Celebrate diverse viewpoints, don't just tolerate them, and be the one who sets the tone.
Lead with curiosity and humility. You don't need all the answers—you need the right environment for answers to surface. That mindset shift will do more for your culture and results than any checklist ever could.

Billy Rhyne · Answer

My best advice: Don't assume inclusion happens automatically just because diversity is present. You have to create space intentionally.
At Horseshoe Ridge, we've hired team members from a wide range of cultural, socioeconomic, and generational backgrounds. What made the biggest difference wasn't just hiring diversely—it was listening actively and adapting systems based on what we learned. For example, during team planning, we introduced a rotating meeting lead and added an anonymous suggestion tool. These small shifts made quieter team members feel heard and contributed to greater engagement and collaboration.
Inclusion doesn't come from a policy—it comes from a mindset of curiosity, humility, and consistent follow-through.

Vasilii Kiselev · Answer

If I had to give just one piece of advice, it's this: don't turn diversity and inclusion into a checklist—make it your best leadership asset.
At Legacy, we work with people from different countries, time zones, and cultures. Some of our most brilliant decisions were made by voices that didn't fit the standard mold—someone who saw something we hadn't, or challenged the way we'd always done it.
If you want to build a diverse team, start by actually listening—and be open to changing your mind. That's where the real learning takes place. Honestly, if everyone around you always agrees with you, chances are you're not building something that's revolutionary.
The goal isn't to make everything easy. It's to create a space where people feel at ease being themselves, even when it gets uncomfortable. That's when the magic happens.

Jon Hill · Answer

Consistent, honest feedback is essential to managing a diverse and inclusive workplace.
At our firm, we prioritize gathering a wide range of perspectives through regular anonymous surveys. These aren't just broad pulse checks—they're targeted to explore how inclusive our culture feels, how supported different teams are, and where people see room for improvement. We ask specific questions about communication, access to leadership, and whether all voices are truly represented in decision-making.
What matters just as much as collecting feedback is what we do with it. We don't let responses sit in a report. We share key insights with the team, make meaningful changes, and communicate those changes clearly. When employees see their feedback lead to real action, trust grows—and so does engagement.
Inclusion isn't a one-time initiative. It's a continuous process of listening, adapting, and making sure every voice helps shape the culture.

Cheryl Haynes · Answer

Empowering New Leaders to Effectively Engage Inclusive and Diverse Teams
In today's dynamic workplace, new leaders often seek effective strategies to inclusively engage diverse teams. Recent data indicates a significant increase in interest around managing diverse teams, reflecting the growing importance of this topic in leadership circles. 
A practical first step to engage your new team is to conduct one-on-one meetings with each direct report to understand their current portfolio of projects, workload capacity, and preferred engagement style. If a team member requests the need for more frequent check-in meetings than your calendar can accommodate for the long term, acknowledge their preference and agree to an initial schedule, with a mutual plan to adjust as their need for autonomy and confidence grows. Meet them where they are with a plan that enables them to take calculated risks, build their knowledge base, and experience the impact of their efforts. 
It's crucial for new leaders to avoid overcommitting to constant meetings. Instead, focus on cultivating an environment of empowerment, accountability, and appreciation for each team member's contributions. This can be achieved by setting a tone of 'an open door' to build trust, stay engaged, show support of team efforts, and to respond in a timely manner to requests for assistance. 
Additionally, a new leader should consider engaging a neutral third party—internal or external—to facilitate a team norms workshop. Establishing clear, collectively agreed-upon norms fosters candid and inclusive communication, encouraging full participation from all team members and leveraging their unique perspectives. Team members should be encouraged to hold each other accountable with these norms, but also to appreciate each other when a member of the team 'shows up' in a manner that is consistent with their norms. Collective accountability and appreciation are the hallmarks of a strong, inclusive, and diverse team.

Melody Stevens · Answer

One piece of advice I'd give to a new leader about managing a diverse and inclusive workplace is to lead with empathy and always be open to learning. It's not just about respecting diversity within your team, but also understanding that your clients will come from different walks of life, and it's essential to meet them where they are. In my business, the diversity of my team--along with the different backgrounds and life experiences of my clients--has shaped my leadership style. By listening carefully to both, I'm able to create an environment where everyone feels valued and respected. It's about seeing the individuality in each person and ensuring that their voice matters, whether they're a team member or a client. Managing with empathy creates stronger relationships, builds trust, and ultimately leads to better results. It's not just a workplace practice; it's a mindset that guides every interaction and decision.

Evan McCarthy · Answer

One piece of advice I'd give to a new leader about managing a diverse and inclusive workplace is to prioritize active listening and create a culture where every voice feels heard and valued. It's essential to understand that inclusivity goes beyond policies—it's about ensuring that team members from all backgrounds feel safe, respected, and empowered to contribute. Encouraging open communication, offering support through mentorship, and providing resources for personal and professional growth can make a significant impact. Acknowledging and addressing unconscious biases through regular training also plays a crucial role. Ultimately, fostering inclusivity strengthens teamwork and drives innovation, which is essential for business success.

Joe Horan · Answer

Weekly feedback sessions for our team keep us sharp and on our toes.
We maintain the same format and clear expectations. Everyone provides what worked and what didn't. No rehashing. No defensiveness. Team trust starts building with that regular rhythm. Team feedback normalizes, rather than making people uncomfortable. Leaders communicate with greater clarity. The team responds with more action. Problems get solved sooner, and small wins accumulate over time.
Rotating leadership ensures that voices are fresh and interest is maintained. Nobody remains a passive onlooker. Everybody participates. That kind of approach fosters ownership for all. People listen more. They communicate more. Feedback comes from all directions, not only top-down. When the structure remains sound, the culture remains authentic.
Growth does not occur by chance. It requires repetition, clear routines, and a place where individuals feel honored. That is the way we continue to grow.

Patric Edwards · Answer

One of the most important lessons I've learned is that creating a diverse and inclusive workplace isn't about checking boxes--it's about creating systems where people from different backgrounds can thrive, not just exist. My advice to any new leader is this: don't assume you can delegate inclusion to HR or culture committees. It starts with how you show up--what voices you seek out, how you handle dissent, and whether people feel safe challenging your ideas.
One practice that has helped me is intentionally slowing down decision-making when I notice only one type of perspective dominating the conversation. It's easy to fall into groupthink, especially when things move fast. But some of the best ideas--and strongest team bonds--have come from creating space for quieter or underrepresented voices to weigh in. That might mean changing the format of meetings, giving people time to reflect before sharing, or simply asking, "Whose voice haven't we heard yet?"
Inclusion isn't just moral--it's strategic. Diverse teams make better decisions, spot blind spots faster, and connect with broader markets more authentically. But that only happens if you, as a leader, make inclusion a daily practice, not just a stated value.

Khurram Suhrwardy · Answer

I've discovered that making basic "concept roundups" is a great way to manage varied teams! Before delving into the agenda, I advise team meetings to begin with a brief check-in during which everyone expresses their thoughts. Quieter team members can contribute without feeling pressured thanks to this small tip.The major game-changer has been substituting informal one-on-ones for the traditional formal feedback routes. People open up about their experiences and difficulties in a way that formal surveys can never fully capture.

Julie Collins · Answer

As a Marketing Director who has led diverse, cross-functional teams for over a decade, one piece of advice I always share with new leaders is this: listen first, lead second—and never underestimate the role of healthy work-life balance in building an inclusive culture. Diversity isn't just about race, gender, or background; it's also about how people think, how they work, and what they need to thrive. Inclusion happens when we honor those differences by creating environments where people feel safe, respected, and supported—both professionally and personally.
A truly inclusive leader understands that not everyone operates best under the same conditions. Some may need flexibility for family responsibilities, mental health, or religious observances. Others may be more productive working non-traditional hours. During a recent campaign launch, one of our team members asked for a modified schedule to care for a sick parent. By accommodating her needs without question, we didn't just retain a valuable employee—we earned long-term trust and loyalty.
Pro tips:
• Lead by example—don't send emails at midnight if you expect your team to unplug.
• Build feedback channels that ask not just what people need, but how they work best.

Danilo Miranda · Answer

Start by being authentic. People can detect insincerity, so if you're new to managing a diverse team, present yourself as a learner, not as someone who already has all the answers. Ask questions, be curious, and allow your team to teach you as well.
Additionally, celebrate the small things. Shared meals and birthdays, along with cultural stories, create connections between people. Inclusion isn't always about grand programs. It's in the details, the tone, and the warmth. That's how you create a team that feels like home.

Dhari Alabdulhadi · Answer

Leading with inquiry and humility is a crucial piece of advice for new leaders overseeing a diverse and inclusive workplace. Make time to actively listen to other points of view and provide a secure environment where everyone's opinions are acknowledged. Diversity is about being included in everyday interactions and decision-making, not simply about representation. For instance, we were able to strengthen our knowledge of one another by asking team members to offer cultural insights at team meetings. The lesson: Leaders set the tone by modeling openness, willingness to learn, and purposeful inclusion.

How Can New Leaders Manage Diverse and Inclusive Workplaces?

How Can New Leaders Manage Diverse and Inclusive Workplaces?

Foster Open Dialogue and Genuine Belonging

Understand Equity vs Equality in Management

Listen Deeply and Act Intentionally

Be First to Acknowledge Bias

Create Authentic Learning Opportunities

Prioritize Listening Over Speaking

Lead with Empathy and Open-Mindedness

Act on Feedback to Build Trust

Focus on Mission While Cultivating Community

Communicate with Intention and Adaptability

Create Space for Different Perspectives

Make Inclusion Your Best Leadership Asset

Gather and Act on Diverse Feedback

Empower Teams Through Inclusive Engagement

Lead with Empathy and Continuous Learning

Prioritize Active Listening and Empowerment

Implement Weekly Team Feedback Sessions

Slow Down to Include Underrepresented Voices

Start Meetings with Inclusive Check-Ins

Balance Work-Life for Inclusive Culture

Celebrate Small Things to Create Connections

Model Openness and Willingness to Learn

Lead with Inquiry and Humility

Appreciate Diversity in Team and Clients