Chuck H. Shelton

Want to be a more inclusive leader? Start by creating real opportunities for your team to grow, thrive and lead with you.

Here are three biases inclusive leaders should address and reduce to foster a more equitable, collaborative and high-performing workplace.

For leaders who are looking to lead more inclusively, this article gives some insights into what they can do, what they need to learn, and how they can support Black colleagues, friends and family around Juneteenth.

Inclusive leaders must be prepared to respond to the arguments around the value of more inclusive cultures to ensure that we do not undermine our core values and commitments to employees and all stakeholders.

An authentic celebration of Black heritage throughout the year can help companies foster understanding and empathy among coworkers from different backgrounds. Such a celebration also allows employees to learn more about their colleagues' experiences, which promotes a deeper sense of community and understanding. How to be a Better Ally in the Workplace During Black History Month — and Beyond.

2022 was the first year of DEI Accountability for inclusive leaders. Our future will be filled with increasing expectations from employees, customers and business partners, looking for us to step up and courageously respond to societal needs and problems across human differences.

Mental health is an essential issue for all employees. Still, it can be especially challenging for members of the LGBTQIA+ community to get their mental health needs met, especially as they are often targeted by violence and discrimination.

When you are a high-performing Chief Diversity Officer, you lead a center of excellence that improves company results with talent and customers by reducing bias and generating opportunity.

If CEOs want to promote racial equity in their workplaces, they need to do much more than just hire a few Black and Brown people for token positions.

Poor communication from leaders can disrupt a team's cohesion and performance. Leaders need to take care when communicating with their team to ensure that everyone is on the same page.

We all have a natural tendency to gravitate toward people similar to us in terms of race, ethnicity, gender, age and lifestyle. This unconscious bias can lead us to hire people who look like us and share similar backgrounds instead of the most qualified candidates.

Quiet quitting can be just as detrimental to a business as an employee outright quitting. Follow these tips to combat this style of quitting in the workplace.

When we understand how age is operating in our companies, we avoid mistakes and limit risk. More importantly, through disciplined thinking and bringing a fresh approach to creativity and innovation, our people can contribute everything they can from their life experiences.

Pride month may be over, but the struggles that members of the LGBTQIA+ community face at home and work are still a 365-day issue.

It has been shown that neurodiverse teams, which include both neurodivergent and neurotypical members, can outproduce teams composed of only neurotypical employees.

Inclusive leaders acknowledge and embrace both competition and collaboration.

Identity-related work helps leaders build culture.

Here's what you can do as employees and customers expect you to lead more inclusively.

White men in executive leadership roles often believe that hiring diverse internal stakeholders is enough to wave the flag of allyship.