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Where Does Your Workplace Fall on the Inclusion Spectrum?
Inclusion isn’t an on-off switch. It’s not something your workplace either “has” or “doesn’t have.” Inclusion is the work that goes into creating a felt experience of belonging within an organization. It means creating a welcoming environment in which every person is valued and can fully participate, regardless of their characteristics or identities. These actions show up in decisions, interactions, policies, and behaviors. And like any practice, inclusion exists on a spectrum (we sometimes refer to this as the difference between ‘surface’ inclusion and ‘real’ inclusion). Some workplaces are just beginning to explore what inclusion looks like.
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Can We Lead with Feminist Values in a System Built on Toxic Power?
In 2025, the loudest voices in business, politics, and media are often the ones clinging to dominance. Musk. Trump. Rogan. Zuck. Charisma-laced confidence, relentless unearned certainty, and bravado are packaged as thought leadership. It can feel like the world is doubling down on the very traits many of us have spent years trying to unlearn. So, where does that leave those of us trying to lead differently? There’s a growing tension between the kind of leadership that gets celebrated and the kind of leadership people actually want. The flashy wins are going to those who build empires with sharp elbows.
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Webinar Recap: Practical Strategies for Leading an Inclusive Small Business
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.
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When Power Feels Threatened: Reclaiming Psychological Safety at Work
Psychological safety—originally created to protect workers from punishment for speaking up—is now, in some cases, being misused to protect those in power from discomfort. Introduced by Harvard researcher Amy Edmondson, the concept was framed to make it safe to take interpersonal risks at work: asking questions, sharing dissenting views, and surfacing mistakes. It’s become a key pillar of inclusive workplaces for a reason—it helps people share their thoughts without fear. But lately, something’s changed.
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How to Help Your Employees Feel Secure and Motivated in a Time of Chaos
Chaos doesn’t have to be global to shake up the workplace, but lately, it’s everywhere. Economic uncertainty, political tension, layoffs, AI disruption, climate instability… it’s no wonder employees are feeling unmoored. Even those who appear steady may be quietly wondering: Am I safe here? Does this still matter? As a leader, you may not be able to calm the chaos beyond your walls, but you can do something powerful within them: create clarity, care, and a sense of direction. In times of disruption, this kind of leadership becomes critical.
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What Happens When We Stop Protecting Workers
Why the dismantling of NIOSH isn’t just a public health crisis—it’s a workplace inclusion crisis Inclusion goes beyond just good vibes in meetings. It includes protection, and asks who is left behind when that protection is stripped away. That’s why the recent dismantling of the National Institute for Occupational Safety and Health (NIOSH) under HHS Secretary Robert F. Kennedy Jr. should have everyone who cares about inclusion sounding the alarm. More than 800 public servants were laid off.
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The Gallup 2025 Workplace Report Shows Engagement Is Falling and Managers Hold the Key
Gallup’s State of the Global Workplace: 2025 report sends a clear message: employee engagement is on the decline. Global employee engagement fell to 21% in 2024, matching the lowest levels seen since the pandemic began. This decline in engagement comes with a steep price—$438 billion in lost productivity. But the report doesn’t just highlight a crisis; it points to a powerful opportunity. Organizations that are ready to act have a clear path forward: invest in managers. People managers sit at the core of the employee experience.
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When the Middle Gets Lost: Supporting the ‘Steady Performers’ Who Hold Your Culture Together
Workplace conversations tend to focus on three groups: high performers chasing the next big thing, new hires learning the ropes, and employees struggling and needing extra support. But somewhere in between is a large, often invisible group—the steady, reliable, middle-of-the-pack employees who keep everything running. They’re not angling for promotions, adapting to new systems, or requiring urgent intervention. They show up, get the work done, and often act as informal culture carriers—mentoring quietly, smoothing out conflict, and filling in the gaps no one notices. And yet, they’re rarely centered in professional development plans, feedback cycles, or retention strategies.
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How to Lead a Small Team Without an HR Department – Part 4: Graceful Goodbyes
Handle transitions with clarity, dignity, and care—even without formal HR support People leave teams for all kinds of reasons—new opportunities, changing needs, or sometimes, misalignment that can’t be resolved. And when you’re leading a small business without an HR department, navigating those exits can feel especially personal. But endings don’t have to be messy or filled with tension. With a little planning, clarity, and compassion, you can handle transitions in a way that honors everyone involved—and strengthens your team in the long run.
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Earth Day in the Age of Indifference: How to Care When Power Doesn’t
Earth Day hits different this year. We’re living in a time when care—real, collective care—is being stripped away by the people and systems with the most power. The current administration recently reminded us who it’s working for, declaring to the oil and gas industry: “You’re the customer.” This chilling message is made worse by the simultaneous gutting of programs that support everyday people and protect the planet. Meanwhile, Earth Day emails are landing in inboxes across the country, complete with recycled logos and “green” campaigns that gloss over the actual impact of the companies behind them.
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How to Lead a Small Team Without an HR Department – Part 3: Leading with Consistency and Care
Create rhythms that support your team and protect your energy. You’ve made the hire and set them up with a solid onboarding experience. Now what? For small business owners managing without an HR team, the day-to-day leadership is where things get real. You’re balancing business needs, relationships, and your own burnout levels—all while trying to be a “good boss.” Happily, you don’t need complex systems to lead well. What you do need is consistency, care, and clear expectations. With a few simple habits and tools, you can build a culture of trust, communication, and accountability—even in a tiny team.
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How to Lead a Small Team Without an HR Department – Part 2: Onboarding Without the Overwhelm
Build trust early and set your team up for success—without needing a fancy HR playbook When you’re running a small business without an HR department, it’s easy to treat onboarding as a one-day task: hand over the login, make a few introductions, and hope for the best. But onboarding is so much more than just logistics—it’s a crucial opportunity to shape how new employees feel about your team, their role, and the company’s values. And in a small team, every person and every interaction matters even more.