Inclusivity In Decision-Making

As we edge closer to the 2024 election I want to share what I see in my emergency room. In my emergency room, I often encounter a striking reality: many of my patients, young, lower-income, frequently without a primary care doctor, are not just there for medical emergencies. They need work notes, prescriptions, a place to sleep, a warm meal, basic care – services that unveil a deeper issue in our healthcare system and society. To me, these visits reveal something more – a glaring gap in our democratic process. There are over 60 million eligible but unregistered voters in the U.S., a number equal to the population of Spain. Turns out, they’re the same folks I see in my emergency room. When I ask these patients if they're registered to vote, most often, the answer is no, and the reason? No one ever bothered to ask them. This isn't just a missed opportunity for civic engagement; it's a reflection of a system that often overlooks the most marginalized. That neglect has consequences on the laws that make up our healthcare system. But here lies a unique chance. Our healthcare system, an intersection where various overlooked demographics converge, can be a powerful platform for civic integration. By integrating voter registration into the healthcare setting, we engage with these individuals in a trusted space, through respected figures like doctors and nurses. This is the heart of Vot-ER. In the lead up to the 2024 election, we're not just registering voters; we're inviting them into the democratic fold, a democracy that works for and represents everyone. The progress? 80,000 patients helped to vote and counting across the country. This is more than healthcare; it's about empowering voices, one patient, one voter at a time. #civichealth #2024

Leadership isn't just about being a good person; it's about building good systems. Even well-intentioned leaders can fall into the trap of corruption if their power is unchecked. Research shows that increased power often leads to biased and flawed decision-making. Early in my career as a CEO, I thought good intentions would shield my company from discrimination and harassment. However, I quickly realized that systems determine whether power is used responsibly. Ian McEwan's "Enduring Love" highlighted the dangers of unchecked authority, prompting me to design systems that prevent abuses of power and promote fairness. To create a just workplace, leaders must implement checks and balances, create bias disruptors, establish clear boundaries, and implement consequences for bullying. Reframing "power" as "agency" helps us see it as an unlimited well of potential within each of us. As leaders, it's our responsibility to create environments where everyone can thrive by promoting fairness, transparency, and accountability. By focusing on systems rather than individuals, we can address power imbalances and create workplaces where everyone can do their best work. To read more and for more tips on Radical Respect, subscribe to my newsletter: https://bit.ly/4d4aCr7 #Leadership #RadicalCandor #RadicalRespect #WorkplaceCulture #LeadershipDevelopment #PowerDynamics #Fairness #Accountability #Bias #ManagementTips #Empowerment #WorkplaceEquality

90% of startups don’t fail because of: Bad marketing, a weak team, or even a poor product. They fail because they lack a repeatable decision-making process. Here’s the framework I use to make better, faster decisions in business. I call it “The Iteration Loop.” It’s a structured way to identify what’s working, what’s broken, and what to do next, without getting stuck in endless guesswork. It gives you a systematic way to eliminate bottlenecks, optimize execution, and scale with clarity. Here are the 6 phases: 1. Bottleneck Identification 2. Clarifying the Goal 3. Solution Brainstorming 4. Focused Execution 5. Performance Review 6. Iterate & Improve 1️⃣ Bottleneck Identification Before you can fix anything, you need to identify the real problem. Most entrepreneurs spin their wheels solving the wrong issues because they never dig deep enough. To get clarity, ask: + What's the biggest constraint stopping growth right now? + What metric, if doubled, would create the biggest impact? + What’s preventing us from getting there? If you don’t identify the root problem, every solution you apply will be wasted effort. 2️⃣ Clarifying the Goal Once you know the problem, define the exact outcome you’re solving for. I use a simple Three-Part Goal Formula: 1. What are we trying to achieve? 2. By when? 3. What constraints do we have? Vague goals lead to vague actions. Precision forces progress. 3️⃣ Solution Brainstorming Now, generate every possible solution—without filtering. Most people limit themselves to their existing knowledge, which is why they get stuck. Instead, ask: “If there were no rules, what would I do?” This opens up better, faster, and often simpler solutions you wouldn’t have otherwise considered. 4️⃣ Focused Execution Don’t test everything at once—test one variable at a time. Most teams waste months by making too many changes at once, leading to messy, inconclusive results. Instead, break it down: 1. Test one key assumption. 2. Measure one KPI that proves or disproves it. 3. Execute for a set period, then review. 4. Speed matters. Complexity kills momentum. 5️⃣ Performance Review Your data isn’t just numbers—it’s feedback on your decision-making process. Your job is to analyze: + Did the solution work? + Why or why not? + What does this tell us about our business? Every test refines your ability to make better future decisions. 6️⃣ Iterate & Improve Most companies don’t fail from making the wrong move—they fail from making no moves at all. The only way to win long-term is to keep iterating. Instead of fearing failure, build a culture that rewards learning. Failure + Reflection = Progress. If you aren’t improving your decision-making process, your business will eventually hit a ceiling. That’s why I built The Iteration Loop—so every problem becomes an opportunity for better, faster execution. P.S. If you want the scaling roadmap I used to scale 3 businesses to $100M and beyond, you can get it for free from the link in my profile.

Inclusion isn’t a one-time initiative or a single program—it’s a continuous commitment that must be embedded across every stage of the employee lifecycle. By taking deliberate steps, organizations can create workplaces where all employees feel valued, respected, and empowered to succeed. Here’s how we can make a meaningful impact at each stage: 1. Attract Build inclusive employer branding and equitable hiring practices. Ensure job postings use inclusive language and focus on skills rather than unnecessary credentials. Broaden recruitment pipelines by partnering with diverse professional organizations, schools, and networks. Showcase your commitment to inclusion in external messaging with employee stories that reflect diversity. 2. Recruit Eliminate bias and promote fair candidate evaluation. Use structured interviews and standardized evaluation rubrics to reduce bias. Train recruiters and hiring managers on unconscious bias and inclusive hiring practices. Implement blind resume reviews or AI tools to focus on qualifications, not identifiers. 3. Onboard Create an inclusive onboarding experience. Design onboarding materials that reflect a diverse workplace culture. Pair new hires with mentors or buddies from Employee Resource Groups (ERGs) to foster belonging. Offer inclusion training early to set the tone for inclusivity from day one. 4. Develop Provide equitable opportunities for growth. Ensure leadership programs and career development resources are accessible to underrepresented employees. Regularly review training, mentorship, and promotion programs to address any disparities. Offer specific development opportunities, such as allyship training or workshops on cultural competency. 5. Engage Foster a culture of inclusion. Actively listen to employee feedback through pulse surveys, focus groups, and open forums. Support ERGs and create platforms for marginalized voices to influence organizational policies. Recognize and celebrate diverse perspectives, cultures, and contributions in the workplace. 6. Retain Address barriers to equity and belonging. Conduct pay equity audits and address discrepancies to ensure fairness. Create flexible policies that accommodate diverse needs, including caregiving responsibilities, religious practices, and accessibility. Provide regular inclusion updates to build trust and demonstrate progress. 7. Offboard Learn and grow from employee transitions. Use exit interviews to uncover potential inequities and areas for improvement. Analyze trends in attrition to identify and address any patterns of exclusion or bias. Maintain relationships with alumni and invite them to stay engaged through inclusive networks. Embedding inclusion across the employee lifecycle is not just the right thing to do—it’s a strategic imperative that drives innovation, engagement, and organizational success. By making these steps intentional, companies can create environments where everyone can thrive.

If you're setting goals to create a more inclusive workplace in 2025, my experience may save you time, money, and unmet expectations. ✅ Quick Wins (low effort, high impact) Start with team psychological safety. Inclusion is felt most in everyday team interactions—meetings, feedback, problem-solving. 👇 Use tools like: 1. The Fearless Organization Scan to uncover blind spots and team dynamics. 2. Debrief session with an accredited facilitator to discuss results openly and set clear, actionable improvements. 3. Action plan with small shifts in behavior, like leaders modeling vulnerability, asking for input first, or establishing "speak-up norms" in meetings. These micro-actions quickly build team inclusion and unlock collaboration. 🏗️ Big Projects (high effort, high impact): To create sustainable change, invest in structural inclusion. 👇 Focus on: 1. Inclusive hiring & promotion practices: build diverse candidate pipelines and train interviewers on bias mitigation. 2. Inclusive decision-making: ensure diverse perspectives are integrated into key business decisions. 3. Inclusive leadership: train leaders to actively foster diverse perspectives, intellectual humility, and trust in their teams. Empower leaders to align inclusion with business goals and make it part of their day-to-day behavior. 🎉 Fill-ins (low effort, low impact): Awareness events (like diversity month) are great for building visibility but should educate, not just celebrate. 👇 For example: 1. Pair cultural events with workshops on how diverse values shape workplace communication. 2. Use storytelling to highlight how diverse perspectives lead to tangible business wins. 🚩 Thankless Tasks (high effort, low impact): Avoid resource-heavy initiatives with little ROI. 👇 Examples: 1. Overcomplicated dashboards: focus on 2–3 actionable metrics rather than endless reports that don’t lead to change. 2. Unstructured ERGs: without clear goals and leadership support, these often become frustrating rather than empowering. 3. One-off training programs: A two-day training on unconscious bias without follow-up or practical tools is a missed opportunity. 💡 Key Takeaways 1. Inclusion thrives where it’s felt daily—in teams and decisions. 2. Start with quick wins to build momentum and tackle big projects for systemic change. 3. Avoid symbolic efforts that consume resources without measurable outcomes. 🚀 Let’s turn inclusion into a tangible, strategic advantage that empowers your teams to thrive in 2025 and beyond. _____________________________________________ If you're new here, I’m Susanna—an accredited team psychological safety practitioner with over a decade of experience in DEI and inclusive leadership. I partner with forward-thinking companies to create inclusive, high-performing workplaces where teams thrive. 📩 DM me or visit www if you want to prioritize what truly works for your organization. 

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

Most teams don’t lack skill — they lack space to speak. And the funny thing is… it’s rarely intentional. Silence creeps in slowly. People start editing their ideas. Meetings get tighter, faster, heavy. The loudest voices take the mic. And everyone else quietly learns: “Maybe it's safer if I don't say anything.” But here’s the real cost: When people stop speaking, everyone loses. Innovation slows. Tension builds. And leaders make decisions with only a fraction of the real picture. Last week, I ran a leadership workshop for a 20+ year Indonesian household brand trusted by tens of millions across the archipelago. A company with that kind of legacy doesn’t grow by accident. It grows because people care enough to confront what’s not working. And like many fast-moving organizations, what they needed wasn’t more skill… but more space. Space to question. Space to challenge with respect. Space to admit uncertainty. Space to finally say what’s been held in for months (or years). By the end, they didn’t just talk — We co-created house rules, clarified decision rights, and made 30-day commitments to reduce bottlenecks and rebuild accountability. The shift was unmistakable: lighter faces, clearer minds, and a shared understanding of “how we work from today, together.” PLUS... it was FUN! A lot of laughs were had. I had them literally 'doodle' how they experienced decision making and make crystal ball predictions of what this organization would look like in 30 days. It reinforced something I see again and again: “Team performance issues” are almost always conversation issues in disguise. And the ROI? Research shows an estimated US$7,500 per employee is lost per year due to unclear decisions, rework, and communication breakdowns. The right conversations aren’t “nice to have” — they can be weaponized as a cost saving strategy. If your team is growing fast, stuck in escalation cycles, or carrying unspoken tension… it might be time to create that space. DM to explore what this kind of experience could unlock for your business. #futurefitleaders #facilitation #crossculturalcommunication

Your organization’s inclusivity isn’t defined by the polished DEI statement on your website. It's far more than the policies penned or the occasional training sessions held. True inclusivity is how your employees feel every single day they show up to work. ↳ Do they feel genuinely valued and heard? ↳ Or do they mask parts of themselves to fit in? When your employees look forward to work, not just for the paycheck, but because they: ↳ Feel embraced for who they are, ↳ Feel supported in their unique needs, and ↳ Feel aligned with the company’s vision of true diversity, That's when you know you've built something exceptional. Your inclusivity is built in the small, everyday moments: ↳ The accessible entrances that welcome everyone. ↳ The meetings where every voice is invited and respected. ↳ The swift actions taken when someone faces barriers. Inclusivity is what people share after the workday ends, when they talk about their experiences. It's not just a message crafted for your corporate image, but the reality your team lives and breathes every day. Something that cannot be fabricated or forced. Perhaps you're thinking, "We have policies; isn't that enough?" But policies are just the starting point. ↳ Are they reflected in daily practice? ↳ Do they resonate with every team member? Inclusivity isn't about grand gestures; it's about consistent, meaningful actions. ↳ The effort to understand someone's unique challenges. ↳ The willingness to adapt and accommodate without hesitation. ↳ The culture that celebrates differences rather than merely tolerating them. It's recognizing that every employee's experience matters. When your team members feel: ↳ Safe to express their ideas, ↳ Confident to ask for what they need, and ↳ Certain that they belong, That's the true measure of inclusivity. It's not a statement on your website—it's the heartbeat of your organization. Let's build a place where everyone feels they are part of something bigger. Because true inclusivity can't be written—it must be lived.

What do you do when someone on your team is brave enough to criticise you? Me? I promote them as soon as possible. Why? Because in high-performing companies, innovation thrives when teams feel empowered to challenge ideas respectfully. As a leader, fostering a culture of constructive dissent can unlock your team’s full potential and fuel spectacular business growth. Here are 5 techniques I use to build openness and encourage dialogue: 1. Encourage continuous feedback Don’t wait for annual reviews or formal discussions. Make candid feedback a regular part of daily operations — through check-ins, town halls, or anonymous surveys. The more often feedback is shared, the less intimidating it becomes. 2. Model respectful dissent How do you react when your ideas are challenged? Leaders should actively invite differing viewpoints and listen with an open mind. When leaders encourage respectful dissent, it signals to everyone that diverse perspectives are truly valued. 3. Reward honest opinions Recognise those who respectfully challenge the status quo. This reinforces the idea that fresh thinking is an asset, not a liability. (Fun fact: The US State Department has an annual Constructive Dissent Award, given to those who courageously stand by their principles.) 4. Be transparent in decision-making After making a decision, explain the reasoning behind it. Even if someone’s idea isn’t chosen, knowing their input was genuinely considered strengthens future buy-in and trust. 5. Align after discussion Once a decision is made, the team must unite behind it to make it work. Remind everyone that while debate is healthy during the process, whole-hearted execution is key to success. You really can criticise your way to success. A culture of constructive dissent leads to smarter decisions and a more productive team. The key? Making sure every voice is heard and valued. Do you agree? Promise not to fire you if you don't!

Efforts to halt and reverse biodiversity loss in the Amazon and beyond increasingly recognize the crucial role Indigenous peoples play. Their territories experience significantly lower deforestation rates compared to non-Indigenous areas, often outperforming even protected zones. However, despite the clear benefits of involving Indigenous communities in environmental protection, their participation in decision-making processes remains limited, often tokenistic. Emil Sirén Gualinga recently published a briefing (https://lnkd.in/gV6T2pU5) that outlines the path from symbolic gestures to full and effective inclusion of Indigenous peoples in biodiversity policy, particularly under the Kunming-Montreal Global Biodiversity Framework (KMGBF). The framework, adopted in 2022, aims to stop biodiversity loss by 2030, emphasizing the need for all stakeholders—including Indigenous groups—to be involved in planning and execution. Indigenous rights, such as those detailed in the UN Declaration on the Rights of Indigenous Peoples (UNDRIP), affirm their entitlement to participation and free, prior, and informed consent (FPIC). However, there are challenges: 🤝 Complex decision-making processes: Indigenous governance structures are varied, ranging from local to national institutions. External actors must engage appropriately with these diverse entities, respecting the decision-making bodies’ mandates and avoiding the exclusion of key representatives. 🌳 Indigenous priorities overlooked: Often, projects intended to benefit Indigenous communities are designed without their input. This can lead to conflicts with their "Life Plans"—locally developed frameworks outlining social, cultural, and territorial priorities. 🚧 Barriers to inclusion: Women and youth, though integral to many Indigenous decision-making systems, are frequently left out of formal processes. Addressing this requires logistical support, such as overcoming language and technological barriers. 💲 Underfunding: Efforts to involve Indigenous communities meaningfully are further hampered by underfunding. Less than 1% of biodiversity and climate financing reaches Indigenous peoples, and when it does, it rarely involves them in decision-making. The note emphasizes that all actors—governments, NGOs, and the private sector—should shift from seeing Indigenous communities as stakeholders to recognizing them as rights holders. Their participation is not merely a formal requirement but essential for achieving biodiversity conservation goals. In short, meaningful, informed, and inclusive Indigenous participation is vital to the success of global biodiversity efforts, requiring more than token representation, aruges Gualinga. 👉 From Tokenism to Full and Effective Participation of Indigenous Peoples in Decision-Making to Halt and Reverse Biodiversity Loss (PDF): https://mongabay.cc/4UkbBj 📹 Javier Gualinga of the Sani Isla Kichwa community, Ecuador