Have you ever worked with a leader who seemed… different?
Not because they were louder or smarter — but because they truly listened, valued others, and could admit when they got it wrong.
That quality? It’s not weakness. It’s humility — and it’s one of the most underappreciated traits of inclusive leadership.
In today’s world, leaders are expected to have answers. But the best ones know how to ask better questions. They own their mistakes, welcome feedback, and create space for diverse thinking. That’s where humility comes in — and why it’s a key pillar of inclusive leadership.
📌 Humility isn’t about being modest or self-deprecating. It’s about being grounded. Seeing yourself clearly — strengths and limitations — and recognising the value that others bring to the table.
But here’s where it gets complex 👇
Humility looks different depending on who you are.
👉 For some leaders, admitting a mistake builds trust.
👉 For others — especially those from marginalised groups — it can be risky.
Imagine starting from a place where others already underestimate your competence. Now add vulnerability. Will you be seen as humble, or “not ready” for leadership?
These are the real double standards playing out in workplaces every day. And if we don’t address them, our inclusion efforts stay stuck at the surface.
So what can leaders do?
✅ Reflect on how you react to feedback — especially when it challenges your view.
✅ Stay open to learning — from anyone, regardless of rank or experience.
✅ Create environments where everyone feels safe to share, stumble, and grow.
And if you’re a marginalised leader navigating these waters — know that the path to humility doesn’t have to come at the expense of your credibility. Context matters. Your safety matters.
