“If you argue for your limitations, you get to keep them.” This quote reminds us that the only thing standing between us and change is often our own mindset. In our current landscape, especially when it comes to building inclusive workplaces, the pushback against DEI efforts is real. Whether it’s budget cutbacks, fatigue, or outright dismissal of DEI’s importance, organizations of all types are grappling with how to move forward.
Yet, despite these challenges, the need for inclusion remains as critical as ever. At the end of the day, we all need each other to get work done and drive business goals. No matter how it’s framed, DEI is a necessity for organizations that want to thrive. Inclusion was never a trend; it’s fundamental to building successful teams, reaching new markets, and fostering innovation. The question isn’t whether we need to work together, but whether we are willing to put in the effort to build a culture where everyone can contribute meaningfully and succeed.
Carol Dweck’s Growth Mindset shows us something powerful: our skills, intelligence, and abilities aren’t set in stone. With effort, learning, and commitment, we can grow. The same applies to building an inclusive culture. Yes, there’s pushback, but real progress is possible when we approach inclusion with intention and dedication. It’s not about getting everything perfect—it’s about moving forward.
Why Inclusion? Finding Your “Why” for Organizational Growth
Every organization has its own reasons for why inclusion matters or why it should. The case for inclusion has been made repeatedly: diverse teams bring new perspectives, enhance innovation, and foster more significant connections. But it’s time to stop focusing solely on the business case for inclusion and start asking a deeper question: Why does this matter to us?
Whether you’re leading a nonprofit, small business, corporate team, etc., inclusion should reflect the values you hold at your core. It could be about creating an environment where everyone feels empowered to show up fully. Or maybe it’s about ensuring that your team mirrors the diversity of your communities or clients. Whatever your why, the key is to understand that inclusion isn’t just a nice-to-have; it’s a must-have for any organization serious about growth—both in terms of impact and success.
Making Time for Growth as a Team
Here’s the truth: inclusion requires intentionality. It will not happen by checking a box or hoping it naturally falls into place. Inclusion needs time—time for learning, reflection, and honest conversations. This is true for organizations of every size and in every sector.
I’ve seen organizations—whether they’re mission-driven nonprofits or scrappy small businesses—take small, consistent steps to prioritize inclusion. Sometimes it’s monthly team meetings that focus on DEI topics. Sometimes, it’s dedicated time to discuss real-life experiences and barriers staff face when feeling included. The key is making the space for growth so your team can understand how inclusion shows up not just in policies but in the everyday interactions that define your culture.
When you make time for inclusion, you’re showing your team that this isn’t a side project—it’s an integral part of how you do business. The benefits are clear: Teams that prioritize inclusion become more cohesive, innovative, and capable of solving problems together. Inclusion isn’t just good for the team—it’s good for the work.
What’s in It for Me? Linking Inclusion to Role Success
A question I often hear is, How does inclusion impact my role? It’s a valid question for anyone—whether you’re part of a large or small team—because every individual’s contribution is critical to an organization’s success. The answer is simple: inclusion helps everyone succeed because it creates the conditions for people to thrive.
When people feel valued and included, it also serves as an entry point for them to show up more fully. Prompting them to be more creative, collaborative, and invested in the team’s success. This isn’t just theoretical—it’s practical. I’ve worked with organizations where team members, once empowered through DEI learning, transformed how they worked with clients or made decisions. They felt more confident, more connected to their work, and better equipped to handle the complex dynamics that come with serving diverse communities or customers.
When organizations foster inclusion, they create environments where people feel valued and empowered to reach their full potential—and when people feel valued, they excel.
Moving With Intent
Here’s where the growth mindset meets action: inclusion requires intentional movement. The growth mindset teaches us that setbacks and challenges are inevitable, but they’re also opportunities to learn and grow. Inclusion is no different. The journey toward creating more inclusive environments isn’t always easy, but it’s necessary—and possible—if we approach it with the same dedication as any other critical goal.
Organizations that succeed in creating inclusive cultures don’t shy away from hard work. They embrace discomfort, learn from mistakes, and keep pushing forward. The path to inclusion isn’t about getting it perfect—it’s about showing up, learning, and trying again.
The Key Question: What’s Important to You?
At the end of the day, every organization needs to answer one simple question: Is this important to us? Inclusion isn’t something that happens in isolation. It touches every part of your culture, from how you hire, engage your team, and serve your clients or customers.
If inclusion is important to you, then it needs to be prioritized—not just in words but in action. This is about more than metrics and reports. It’s about building a culture where everyone can contribute, grow, and succeed.
Remember, if you argue for your limitations, you get to keep them. But if you embrace a growth mindset and move forward with intent, the possibilities are limitless—not just for your organization but for everyone in it.
#DEI #GrowthMindset #DiversityAndInclusion #BusinessStrategy #InclusiveLeadership #OrganizationalCulture