It’s Not Bragging If It’s Leadership: How Inclusive Leaders Stand Out And Stay Bold

Inclusive leadership isn’t about titles—it’s about impact. In a time when equity is under attack, the leaders who champion belonging, justice and bold authenticity are doing more than managing teams—they’re reshaping the future of the channel.

The backlash against DEI efforts isn’t just a political talking point or a cultural flashpoint—it’s a calculated move to maintain long-standing systems of power, privilege and dominance. It’s not about “protecting merit” or “fighting wokeness;” it’s about preserving structures that have historically benefited a global minority while keeping the global majority on the margins. The attack on inclusion is an attempt to lull us back to sleep—to make us forget that progress is fragile and that justice, when left undefended, withers in silence. Inclusive leadership, then, isn’t just a business imperative—it’s a form of resistance. It’s how we widen the circle, challenge the status quo and refuse to go backward.

Inclusive leadership is not just about DEI initiatives or company policies—it’s about how we show up, how we lead and how we create cultures where people feel safe, respected and inspired to contribute. It’s about authenticity—being real with ourselves and with our teams—and building workplaces where people don’t just fit in but belong. Inclusive leadership is strategic leadership. It builds trust, sparks innovation, and, yes, drives profit.

The Business Case for Inclusion Has Never Been Clearer

According to the 2024 McKinsey & Company “Diversity Matters Even More” report, companies in the top quartile for ethnic and gender diversity on executive teams are 39 percent more likely to outperform peers on profitability. Organizations with inclusive leadership cultures are also 70 percent more likely to capture new markets and 36 percent more likely to have above-average profitability, per Deloitte’s research.

Inclusion isn’t charity—it’s a competitive advantage.

We’ve seen this play out in real time. At companies like Microsoft, inclusive leadership has led to transformative changes in product design and accessibility. The Xbox Adaptive Controller, designed with inclusive design principles, didn’t just serve people with disabilities—it opened new markets and positioned Microsoft as a leader in equitable innovation.

Similarly, TD Synnex, a major player in the channel ecosystem, has made security and inclusion strategic priorities. CEO Patrick Zammit has emphasized that inclusive growth and adjacent innovation—like integrating security into infrastructure—are vital for long-term partner success. That kind of clarity doesn’t happen without inclusive leaders asking: Who’s not at the table? Who do we need to build with—not just for?

Inclusion Isn’t A Trend—It’s A Survival Strategy

In a time when public trust in institutions is wavering and workplace expectations are shifting, inclusive leaders provide stability and direction. A 2024 Edelman Trust Barometer survey showed that 72 percent of employees expect their CEO to be personally visible on societal issues. Yet, silence is still the norm in too many boardrooms.

Inclusive leaders are the ones who speak up—especially when it’s hard. Because they understand that justice dies in silence. Whether it's standing up against racism, supporting gender-expansive teams or advocating for accessible technology, these leaders show up. And they build cultures that reflect their values—values that employees, customers and partners are watching more closely than ever.

But Here’s The Thing: Inclusive Leaders Don’t Always Get The Spotlight

Too often, the people doing the real work of inclusion aren’t the ones on stage. They’re the ones coaching, mentoring, intervening, designing better processes and shifting the culture day by day. And because they lead with humility and intention, they rarely stop to say, “Hey, this matters. And I did that.”

Let’s change that.

Because it’s not bragging if it’s true. It’s not self-promotion if you’re setting the standard. And right now, we need to know who’s leading with inclusion—not just to celebrate them, but to follow their lead.

Submit Your Application: CRN’s Inclusive Channel Leaders Awards

CRN’s third annual Inclusive Channel Leaders Awards honors people who bring a particular focus on inclusivity to their channel leadership roles. The project will spotlight channel leaders who effectively defend and promote the principles of inclusive leadership and demonstrate a passion for fostering diversity and inclusion within their teams, companies and/or the channel at large.

Eligibility: This award aims to recognize executive leaders within the channel ecosystem who strive to foster inclusivity as part of their roles. It is open to channel-focused executives from vendors, as well as executives from solution providers and distributors.

Whether you’re applying for yourself or nominating someone else, the deadline to submit is Friday, April 4, 2025 at 11:59 p.m. Pacific.

Let’s celebrate the people creating spaces where difference is not just welcomed—but essential. Let’s make sure the work of inclusive leadership doesn’t go unseen.

The Inclusive Leadership Newsletter is a must-read for news, tips, and strategies focused on advancing successful diversity, equity, and inclusion initiatives in technology and across the IT channel. Subscribe today!

(Photo by Brooke Lark on Unsplash)