Lead with courage, not comfort

Welcome to Lead With Inclusion! This newsletter is a resource for EVERY professional. Whether you’re a manager ready to be a more inclusive leader, or an employee ready to be a DEI champion in your workplace, inclusive actions lead to inclusive outcomes. Leading with inclusion simply means starting with inclusive actions in everything you do. It means identifying the areas where bias is at work, and shifting mindsets to make change. 

If you’re not sure where to begin, start here.

There are moments in leadership that break your heart.

Moments where integrity and comfort collide — and you must choose. As I sit here writing this, my own heart hurts.

If you’ve read my book, Unbias: Addressing Unconscious Bias at Work, or prior issues of Lead With Inclusion here, here, here, here or even here, you know this is an important foundation of my work. And I am beyond frustrated that I am writing this particular issue of lead with inclusion today.

Jerry Greenfield, cofounder of Ben & Jerry’s, recently resigned from the company he built over 47 years. But this wasn’t a surprise. At least not to anyone who leads from values, not just valuation. His reason? The company that once stood for justice, love, and equity had lost the independence to live its values.

“It’s easy to stand up and speak out when there’s nothing at risk,” Jerry wrote. “The real test of values is when times are challenging and you have something to lose.”

That’s the truth too many leaders avoid. Authentic, values-based leadership isn’t about easy decisions, perfectly crafted press statements, or convenient silence when the stakes are high. It’s about having the courage to live your values out loud, even when doing so feels risky or unpopular.

Because here’s the reality: leadership is hard. Leading with authenticity and values is harder. But doing anything less isn’t leadership — it’s laziness. It’s managing at the lowest common denominator of expectations.

And that behavior doesn’t build trust, inclusion, or progress.

Lead With Inclusion

Authenticity is not a performance — it’s a practice.

It’s a daily choice to show up in alignment with who you say you are and what you claim to believe.

Many leaders talk about “values,” but when pressure hits — profits dip, boards push back, or public opinion shifts — those values suddenly become negotiable. Jerry’s resignation is a reminder that values-based leadership isn’t theoretical. It’s tested in real time, often under real risk.

We cannot build inclusive workplaces if our values only exist on a poster in the lobby or on a “culture” slide deck. Inclusion requires conviction.

And conviction costs something.

So ask yourself:

• What values define how you lead?
• How do those values show up when it’s inconvenient, uncomfortable, or unpopular?
• When was the last time you made a decision that cost you something because it was the right thing to do?

This is what leading with inclusion looks like — standing on the side of humanity, equity, and justice, even when your job, your comfort, or your reputation is on the line.

Be An Inclusive Leader

True leadership demands alignment — between what you say and what you do.

If your organization’s values aren’t clear, start there. Articulate them. Define how they show up in your culture, your policies, your hiring practices, and your accountability structures.

If you do know your values, assess whether you’re living them. Are they evident in your decisions? Your silence? Your priorities?

If your team can’t name what you stand for, or doesn’t see you standing for anything — that’s a problem worth addressing now.

Leadership is not about perfection; it’s about presence and principle. When leaders lead with authenticity, they create space for everyone else to do the same.

Take Action

If you’re a leader who’s feeling this tension — between what you value and what your workplace rewards — I see you.

And I want to help.

It’s beyond time for leaders to name their values, align their actions, and lead with conviction. Your workplace doesn’t need leaders who equate silence with progress; it needs humanity in practice.

If you’re plagued with team turnover, mired in workplace conflict and find your productivity is slipping, let’s talk.

Reach out — and let’s work together to ground your leadership in authentic action your team can rely on.

About Stacey Gordon:

Stacey Gordon is a Global Talent Advisor, Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder ofRework Work, she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popularLinkedIn Learning [IN]structor reaching nearly two million unique learners who enjoy her courses.

Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.