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In a recent conversation with Kelly McDonald, an acclaimed speaker and expert on diversity, leadership, and marketing, we tackled a pressing issue facing today’s leaders: diversity without inclusion.

Here’s what I learned from Kelly about creating truly inclusive workplaces and the mindset shifts leaders need to embrace.

Why Diversity Without Inclusion Fails

Kelly didn’t mince words: “Diversity without inclusion is tokenism.”

It’s easy for organizations to check a box by hiring individuals from diverse backgrounds—different cultures, races, genders, or generations. But diversity alone isn’t enough. Without inclusion, teams lack the collaboration and perspective-sharing that make diversity truly valuable.

The real magic, Kelly explains, lies in harnessing diverse perspectives. Inclusion ensures everyone’s voice is heard, valued, and acted upon. It’s not just about having a seat at the table; it’s about being part of the conversation.

The Misconception Leaders Have

One major misconception Kelly highlighted is the belief that a diverse team inherently creates an inclusive environment. “You can have a team that looks different on paper, but if people don’t feel heard or valued, you’re not tapping into the power of those perspectives.”

True inclusion means ongoing, intentional conversations. Leaders should be asking:

• “What do we need to know that we don’t?”
• “How can we broaden our perspective on this issue?”

The Role of Leaders in Driving Inclusion

Leaders play a pivotal role in fostering an inclusive culture. Here’s how:

1/ Engage Beyond Surface-Level Diversity

• Inclusion requires leaders to actively seek out and amplify different perspectives. Ask: What experiences or ideas might we be overlooking?

2/ Create Listening Labs

• Kelly shared a powerful example from Toyota, which holds ongoing sessions with diverse stakeholders to gather feedback and broaden their lens.

3/ Build Psychological Safety

• People need to feel safe to voice concerns or share ideas. Leaders should break down barriers so no one fears speaking up.

4/ Foster Dialogue, Not Monologues

• Leaders must create two-way conversations through town halls or employee councils to encourage genuine feedback and collaboration.

The Key Mindset to Inclusion

A mindset of curiosity is essential. Kelly stressed the power of five simple words: “Tell me more about that.”

Too often, leaders dismiss ideas because they seem impractical on the surface. But asking follow-up questions can uncover valuable insights. Curiosity fosters trust, respect, and innovation.

From Individual Change to Cultural Transformation

Creating a culture of inclusion doesn’t happen overnight. Kelly’s advice? “Start by starting.”

Whether it’s launching a town hall or forming employee resource groups (ERGs), the key is to take the first step. Inclusive behaviors within teams ripple outward, transforming the organization.

Final Thought

Kelly left us with a reminder: “People are people. There’s far more that unites us than divides us.”

True leadership lies in bridging gaps and creating spaces where everyone feels valued. The journey to inclusion starts with intentional conversations—and the courage to listen.

Watch the full episode here​

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Andrea Petrone

CEO Whisperer | Top 2% Executive Coach and Speaker in the UK | Founder of WCL.

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