Inclusive leaders admit that hiring decisions and the hiring process has proven to be a stumbling block they had to overcome. Many trusted their gut instincts— which is more of an emotional reaction rather than a rational decision.

“It’s hard to admit, Melissa, but I haven’t the foggiest idea what inclusive leaders actually do.” This sentiment is more common than you might imagine. This response came from one of my courageous and brutally honest clients after I asked, “Exactly, how do you plan to be more inclusive?”

The killing of George Floyd, a 46-year-old Black man, by police officers in Minneapolis in May 2020 led to worldwide protests against racism and police brutality. Melissa Majors, CEO of Melissa Majors Consulting, says many companies felt compelled to prove their commitment to diversity and inclusion urgently because of the swift societal shift.

Growth-minded companies and leaders recognize that being inclusive is more than a moral obligation. It’s a business imperative.

Let’s be honest. Most of our social circles are more segregated than integrated. The folks in our personal circles typically look and think like us. We’re often surrounded by likeminded people with similar opinions. That is until we go to work.

What role can we play in breaking the cycle of injustice?