Felicia, our fearless co-founder, recently hosted a vibrant and jam-packed webinar on Practical Strategies for Leading an Inclusive Small Business. Drawing from over a decade of experience running Inclusion Geeks, she shared what it takes to lead with heart, equity, and strategy—even when resources are tight.
Whether you’re managing a team of 2 or 100, inclusion isn’t a business imperative. Here’s a look at what we covered:
Why Inclusion Matters for Small Businesses
Citing a 2022 Bain & Company report on the Fabric of Belonging, she shared that 65% of people across identity groups say an inclusive environment is very important when considering a new job. On the flipside, employees who feel excluded are up to six times more likely to leave. That’s a retention crisis waiting to happen.
Fewer than 30% of employees say they feel fully included at work. That stat holds regardless of demographic, which means inclusion isn’t a “nice-to-have” for a few. It’s a necessity for all.
Small Business, Big Challenges—And Bigger Opportunities
Inclusion can feel daunting for small businesses. Budget limitations, lack of formal HR support, and resistance to change are real hurdles. But small businesses also have agility, authenticity, and a closeness to their people that big corporations often lack.
Felicia reminded us that systemic enablers—like equitable promotion processes, transparent policies, and thoughtful hiring practices—must be paired with behavioral enablers like psychological safety, growth opportunities, and consistent feedback.
10 Practical Tips for Inclusive Leadership
Here are some of the key takeaways Felicia offered:
- Signal your commitment—don’t assume people know inclusion matters to you.
- Prioritize professional development—coach, mentor, and provide growth opportunities.
- Facilitate connection—foster a culture where people can show up as themselves.
- Embrace intersectionality—move beyond one-size-fits-all thinking.
- Use data and storytelling—numbers show trends, stories make them human.
- Build equity into systems—like job titles, pay bands, and career paths.
- Be transparent—especially when resources are limited or changes are coming.
- Plan for the future—build inclusive hiring systems even if you’re not hiring yet.
- Recognize that change takes time—stay in it for the long haul.
- Make feedback safe—create an environment where mistakes are seen as learning opportunities.
When Change Comes: Supporting Employee Transitions
Felicia also addressed what to do when layoffs or transitions are unavoidable. The key is transparency and compassion. She recommended giving team members advance notice, letting them job-hunt during working hours, offering references, and connecting them with your network. It’s about ensuring a “soft landing” that aligns with your values—even in tough times.
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