Author: April Ogden, Founder and CEO, It’s Your Outcome

Insights from It’s Your Outcome Career Coaching

Do you truly know what your team needs from you as a leader? Listening to underrepresented voices—those whose perspectives are often overlooked—isn’t just the right thing to do; it’s the key to building trust, driving innovation, and achieving measurable success.

When we talk about underrepresented voices, we mean anyone whose perspectives, experiences, or identities have historically been undervalued in the workplace. This isn’t limited to race—it includes people with disabilities, older employees, younger employees, caregivers, and others from all backgrounds.

Most leaders genuinely want to improve and are open to learning. The challenge lies in transitioning from a desire to be a better leader to strategically executing on that desire. That’s where I come in. In this blog I share insights from underrepresented voices, highlight barriers leaders may not realize exist, and provide actionable steps to help you foster trust and see real results.

Do Your Employees Truly Feel Heard?

Many leaders want to believe they’re inclusive, but here’s a critical question: Do your employees feel like their unique perspectives are valued—or just tolerated?

Inclusive leadership requires more than good intentions. Many employees from underrepresented backgrounds feel unheard or undervalued, even in organizations that prioritize diversity.

When this disconnect happens, it causes far-reaching problems:

• Decreased engagement: Employees who feel excluded are less motivated, which reduces productivity. Research shows that highly engaged teams are 23% more profitable.
• Higher turnover: Diverse employees who don’t feel valued leave more often, costing organizations an average of 33% of a worker’s annual salary to replace.
• Missed innovation opportunities: Diverse teams are 35% more likely to outperform competitors, but only when their voices are genuinely included.
• Reputational damage: Failing to create authentic inclusion can harm an organization’s ability to attract top talent and maintain customer loyalty.

What’s the cost of overlooking your employees’ voices? Not just financial—it’s a loss of trust, loyalty, and the chance to lead with impact.

How Can Leaders Turn Intentions Into Action?

The good news is that bridging the gap between intention and meaningful action is possible. Leaders who are willing to listen, learn, and adapt can foster trust that drives results.

Here’s where to start:

1. Create safe spaces where employees feel heard.
2. Act on feedback to build trust and show accountability.
3. Learn from underrepresented perspectives to address unintentional barriers.

Let’s explore each step in more detail.

Are Assumptions Holding You Back?

Inclusive leadership often breaks down because of assumptions and ingrained habits that unintentionally create barriers:

• Assuming instead of asking: When was the last time you asked your team what they need to thrive? Leaders sometimes believe they already know what’s best for their teams without taking the time to ask. For example, assuming flexible work policies benefit everyone equally without consulting parents or caregivers.
• Unintentional bias: Have you examined how societal norms or stereotypes influence your decisions? Bias often shows up subtly but impacts hiring, promotions, and team dynamics.
• Performative inclusion: Are your DEI efforts authentic, or are they perceived as surface-level? Diversity metrics without meaningful action can lead to distrust.

Each of these barriers erodes trust and engagement, making employees feel excluded and undervalued.

ACTIONABLE STEP: 

Seek anonymous feedback from employees about their experiences and challenges. For example, use pulse surveys or online tools that allow employees to safely share honest insights. Use this information to identify areas where your actions may not align with your intentions.

What Do Underrepresented Employees Really Need?

Have you ever wondered how your workplace would change if every voice felt genuinely heard? To build trust, leaders must first understand the needs and priorities of underrepresented employees. Here’s what they want you to know:

• Trust is built through consistent action: Do your employees trust you to follow through on your promises? Employees value leaders who demonstrate accountability.
• Representation matters: Can your employees see themselves reflected in leadership? Representation inspires motivation and trust.
• Empathy and understanding are key: How often do you take time to learn about cultural or systemic barriers? Leaders who actively learn build stronger relationships and make better decisions.

Actionable step: Invest in mentorship programs or initiatives that amplify underrepresented voices. For instance, create a reverse mentoring program where leaders are paired with employees from different backgrounds to learn directly from their experiences.

What’s One Small Change You Can Make Today?

Here are actionable steps to help leaders connect authentically with diverse teams:

1. Create Safe Spaces: Establish forums or Employee Resource Groups (ERGs) where employees can share their experiences without fear of judgment or retaliation.

• Example: Host quarterly feedback forums or “listening tours” led by leadership to ensure employees feel seen and heard.

2. Lead With Curiosity: Ask your team questions like, “What do you need from me to thrive?” and be prepared to act on their responses.

• Example: Create a regular cadence of one-on-one check-ins to better understand individual challenges and goals.

3. Commit to Continuous Learning: Take DEI training seriously and seek out opportunities to expand your understanding of systemic barriers and cultural nuances.

• Example: Enroll in workshops that focus on unconscious bias, cultural competency, or inclusive leadership practices.

4. Measure and Celebrate Progress: Track your organization’s DEI efforts using metrics like retention rates, employee satisfaction, and leadership diversity.

• Example: Share DEI progress transparently with employees and celebrate milestones, such as promoting a diverse leadership pipeline.

What Kind of Leadership Legacy Will You Leave?

At a tech company, parents shared frustrations about outdated parental leave policies. The leadership team invited these employees to co-create a new policy that reflected their needs.

The result? A more inclusive leave program, greater trust in leadership, and a 20% improvement in retention rates within two years.

Another example comes from a finance company that implemented an accessibility initiative after feedback from employees with disabilities. By redesigning office layouts and ensuring digital tools were accessible, they improved productivity and engagement by 15%.

What kind of changes could you spark by simply listening?

Conclusion: Building a Legacy of Trust

Most leaders want to do better and are open to learning. The challenge isn’t intent—it’s knowing how to move from intention to action. That’s the space where I work with leaders: helping them transition from wanting to improve to executing on those goals with strategy and impact.

Your leadership legacy isn’t built on the policies you write—it’s built on the trust you foster and the voices you elevate. It’s okay to make mistakes as long as you’re open to learning and correcting them.

What kind of workplace could you create if you committed to elevating every voice? By listening and leading with authenticity, you can build a workplace where everyone thrives—and leave a lasting impact.

PS:

Are you ready to take the next step toward inclusive leadership? Let’s continue the conversation – contact us!