Developing how leaders can create thriving inclusive workplaces isn’t the latest management fad; it’s a business imperative. The right thing to do for people is also right for the bottom line. Deloitte research reveals that organizations with inclusive cultures are six times more likely to be innovative, six times more likely to anticipate change and respond effectively, and twice as likely to meet or exceed financial targets. In the latest McKinsey Diversity Matters report, companies committed to diversity show “a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.”
Denise Young knows a great deal about creating thriving, inclusive workplaces. Over a twenty-year career at Apple, she rose through the ranks to serve as Apple’s first black female senior executive heading a critical function that helped shape the culture of Apple’s stores globally, and ultimately as the company’s worldwide Chief of Human Resources, the first black woman to sit at C-level at the storied tech giant.
Recently, Young has authored When We Are Seen: How to Come Into Your Power – and Empower Others Along the Way. Her insights and experiences offer powerful principles and practices to help leaders create workplaces where all individuals feel seen, valued, and empowered.
1. Lean into Identity
Young highlights the importance of leaders embracing more dimensions of their identity to unlock authenticity and power. She reflects, “As I grew in tenure at Apple, I realized it was an environment that was successful because of creativity and innovation, and would require that its leaders know how to sustain this environment. This realization freed me up to expand more into that aspect of my own life experiences and skills.” Young speaks of how leaning into her professional experiences as a performing artist, she was able to transform spaces and encourage the same from others.
Action Steps:
- Reflect on aspects of your identity that bring unique value to your leadership.
- Create opportunities for team members to express themselves fully, leveraging their diverse backgrounds and experiences for collective success.
2. Foster Moments of Recognition
Young vividly recalls the impact of being seen. She shares, “What does it mean to ‘see’ someone? It affirms, it connects; it validates and uplifts. Leaders can create environments where employees feel recognized for their authentic contributions. This removes the additional burdens of translation and code-switching for people not of the dominant culture.”
Action Steps:
- Regularly acknowledge the unique contributions of your team members in meetings and reviews.
- Learn about barriers to belonging within your team and actively work to dismantle them.
3. Move from Cultural Fit to Cultural Enhancement
Young challenges leaders to move beyond the concept of cultural fit, explaining, “Cultural ‘fit’ says we are centering our cultural norms as dominant. Cultural ‘enhancement’ says we value broader perspectives.” Shifting this mindset fosters innovation and inclusivity.
Action Steps:
- During hiring and team development, prioritize how diverse perspectives can enhance organizational growth.
- Encourage mutual learning through cross-cultural collaboration and storytelling sessions.
4. Address “Othering” Head-On
Navigating spaces where she was unseen was a recurring challenge for Young. She advises leaders to address exclusionary behaviors in the moment, as “that’s when it’s most instructive and ultimately effective.” By confronting “othering” in real time, leaders can foster equity and belonging.
Action Steps:
- Reward leaders who identify and address microaggressions and exclusionary behaviors as they happen.
- Build a culture of accountability where inclusivity is everyone’s responsibility.
5. Reframe Empathy as a Strength
Young reframes empathy as an essential leadership skill, sharing, “Empathy is profoundly miscast, seen as a ‘soft skill.’ People respond to being listened to, valued, included.” This shift allows leaders to cultivate connection, develop trust, and build stronger teams.
Action Steps:
- Practice empathy by listening to employees’ challenges without judgment.
- Use empathy as a tool to understand diverse perspectives and make more informed decisions.
6. Model Mutuality in Relationships
Young emphasizes the value of ‘mutuality’ in leadership: “If a company is truly to benefit from new talent segments, there are mutual perspectives to share.” Fostering dynamic two-way exchanges in all relationships helps employees, leaders, and ultimately organizations to grow.
Action Steps:
- Approach mentorship as a mutual learning opportunity, allowing both parties to develop.
- Involve employees in co-creating solutions, valuing their unique insights and experiences.
7. Cultivate Presence Through Intentional Listening
Young identifies presence and active listening as critical micro-skills for leaders. She explains, “Acknowledging another individual’s human presence is a real win.” In a world of distractions, being fully present can create deep connections and foster inclusion.
Action Steps:
- Dedicate focused time for employee interactions, ensuring both parties are fully engaged.
- Regularly check in with team members to understand their experiences and needs.
8. Redefine Power as Confidence and Collaboration
Young redefines traditional notions of power, explaining, “It is something we all have, can harness, and use to the benefit of our situations.” Collaborative power empowers teams and amplifies collective success.
Action Steps:
- Share decision-making responsibilities to empower your team.
- Encourage team members to lead initiatives, showcasing their strengths and capabilities.
9. See the Unseen
Throughout her career, Young observed the transformative impact of leaders truly seeing their employees. She shares, “Facilitating thriving is personally powerful, and we can all become masterful at it.” Recognizing the unseen creates opportunities for inclusion and growth.
Action Steps:
- Audit company practices to identify where there are inequities in visibility and recognition. Changes in policies that affect employees sends a powerful signal that they matter.
- Acknowledge contributions of all team members, with the intent that no one feels overlooked .
Young’s leadership philosophy, rooted in her lived experiences, over two decades at Apple, and insightful reflections, offers a powerful blueprint for how leaders can create thriving, inclusive workplaces . It starts and ends with seeing and acknowledging others. Doing so is an investment in culture, and while the results of this investment may take time, it will be immensely rewarding. Embracing these principles is powerful for leaders. Yet, even more powerful are the ripple effects on every person who is seen and thriving every single day.