What Happens To Inclusive Leadership After The Election?

While some are excited about the election results, many are not. The question on my mind is: now what?

As I and so many reflect on this election, I cannot help but be deeply disheartened. The last five years in the channel ecosystem have seen an influx of equity and inclusion efforts, and positive impacts on diversity. The recent McKinsey & Company’s Lean In study, now in its 10th year, shared that most groups, women of color, women overall, and men in general, all see an increased emphasis on building respectful and inclusive workplaces.

Yet, there is a real call to question how the future administration, including the potential impact of Project 2025, will set the tone for the furthering of inclusive leadership practices – and how that may or may not trickle down to the IT channel ecosystem.

Inclusive Leaders Must Step Up

One thing is clear: inclusive leaders must continue to step up. As the late John Lewis reminded us, “If not us—who? If not now—when?” This is our call to action. We must continue to be the leaders who champion equity, to codify the policies that protect and advocate for those at risk—women, parents, people of color, those with visible or hidden disabilities, and anyone once again pushed to the margins. Don’t wait until you feel the impact personally; stay alert, stay inclusive, and be proactive in your leadership.

It’s not enough to sit by and hope. Pay attention, because tangible leadership in this moment demands awareness, courage, and a commitment to inclusion, even in the face of continued opposition. For those feeling uncertain or afraid, I say: we are still here. We will keep fighting, keep leading, and keep pushing forward—because the time is now, and we are built for such a time as this.

We have a responsibility to hold onto the strength of those who came before us. The Angela Davises, Shirley Chisholms, Ruth Bader Ginsburgs, and Baynard Rushtons—historic freedom fighters and intellectuals who knew exactly what it took to challenge the status quo. Those who take up and create space via policy changes positively champion voices that refuse to be marginalized.

Let’s not see the election results just through the lens of the economy. Rather let’s recognize the profound social impact our inclusive leadership strategies can make as we continue to energize those within their own organizations. We’re in a moment where bold, equity-focused policies are essential to protect the most vulnerable among us.

The question becomes: how can we claim to be inclusive leaders committed to the safety of marginalized communities—whether queer, Black, disabled, or otherwise pushed to the edges—without a clear continuation of our collective commitment to equity and fairness?

Building Our Own Communities

I hear your question: Cass, what can we do?

In the short term, we need to focus on community. We need to continue to build organizations that strive for fairness, especially when we may be living under a government that does not strive for justice. As inclusive leaders, we’re called to do the most with the least, to maximize our impact even when resources feel limited.

For some, trust in employers to create safe spaces feels misplaced in this climate. I remind you: to lead from where you are, focusing instead on building support networks with friends, family, and trustworthy community members. Here are two ways to get started, and one thing to remember:

Find Your Own Safe Spaces For Open Dialogue: Connect with like-minded colleagues, friends, or local groups to establish informal spaces—whether virtual or in-person—where you can have honest, supportive conversations about your concerns and experiences. These spaces should prioritize trust and mutual respect, allowing for shared experiences and collective resilience without the constraints or oversight of the workplace.

Organize Mutual Aid And Resource-Sharing Networks: Build mutual aid networks within your trusted circles where members can share resources, advice or skills that support each other’s growth and well-being. From sharing knowledge on professional development to helping one another through personal challenges, these networks create community strength and help each member feel less isolated in difficult times.

Remember to Rest And Take Breaks: Breathe. Take a pause to think critically and carefully about what comes next for you, your organization, your teams, your formal and informal communities. We all have dates, deadlines, projects, and workflows to attend to—but give yourself permission to take micro breaks. Schedule the meeting for 20 rather than 30 minutes, using the remaining time to, as the kids say, go outside and touch some grass. I promise you will be a better, more inclusive leader if you do so. At the least, you are setting a positive example of self-care for your teams.

Back To The Question On Our Minds: Now What?

Some in the channel ecosystem, on both sides of the political aisle, are holding a level of uncertainty and lack of hope knowing that one party will control both Congress and the White House without major opposition to extreme viewpoints. But hope is something that takes two 21st century leadership skills: courage and curiosity. As inclusive leaders we are the ones to dream and then demonstrate how we can be the change we seek. Now more than ever.

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