Inclusion Isn’t a Committee. It’s a Daily Choice.

Hi Leaders,

We’ve made inclusion too big.
Too complex. Too bureaucratic.

We treat it like a committee that meets on Tuesdays.
But inclusion doesn’t live in your DEI statement.
It lives in your behavior on a regular Tuesday.

Think about your last workday.

No major decisions. No big presentations.
Just a day full of updates, emails, and Slack messages.

→ Who did you greet first?
→ Who got your full attention?
→ Who did you unintentionally overlook?

That’s where company culture lives.
Not in the all-hands. Not in the strategy deck.

But in the micro-moments between meetings when no one’s performing and no one’s watching.

And here’s what neuroscience shows us:
The brain processes exclusion the same way it processes physical pain.

So when someone’s talked over…
Left off an email thread…
Or quietly sidelined from a conversation in their domain…

It doesn’t just sting.
It registers as harm.
Not inconvenience. Not miscommunication. Harm.

That’s why inclusion can’t be performative.
It can’t be occasional.
It has to be practiced with intention.

So what does that actually look like?
Not just in your company’s vision statement…but in the middle of your Monday check-in meeting.

Not just when you’re presenting…but when you’re choosing who gets to speak.

Keep reading for five everyday behaviors that inclusive leaders practice…quietly, consistently, and on purpose.