Throughout history, progress has been fueled by those who have worked together to break down barriers, open doors, and create opportunities for others. But advancement is not just about individual success—it is about building a culture of leadership that is inclusive, collaborative, and committed to lifting as we climb.

Women’s History Month reminds us of the collective strength of women working together, but lasting change requires more than a month of recognition. It calls for a sustained commitment to inclusivity and equity.

Moreover, it demands intentional action to ensure that a select few do not just occupy leadership spaces but welcome historically excluded ones. As women leaders, we have the opportunity—and the responsibility—to encourage inclusivity and create environments where everyone can thrive.

The Role of Inclusive Leadership in Transformation

Inclusive leadership is more than a buzzword; it is a transformative approach that values diverse perspectives, creates equity in opportunity, and creates environments where all voices matter. Research from Deloitte shows that companies with inclusive cultures are 6 times more likely to be innovative and twice as likely to exceed financial targets. Yet, despite these benefits, women still face significant barriers to leadership—holding only 10% of Fortune 500 CEO positions (Catalyst). Therefore, inclusive leadership is critical to closing this gap and ensuring women have equitable advancement opportunities.

Driving transformation takes more than passive support—it requires active engagement. Leaders must:

• Listen with intention – Seek out and amplify often overlooked voices, particularly women and other underrepresented groups.

• Advocate for equitable policies – Ensure workplace policies support diverse employees at all levels and eliminate systemic barriers.

• Lead by example – Model inclusive behaviors that encourage collaboration, belonging, and support for women leaders.

Collaboration Strengthens Leadership and Innovation

History has shown us that collaboration drives the most remarkable movements for progress. Women’s suffrage, civil rights, workplace equity—all of these advancements resulted from collective action. Now leaders must embrace that same spirit of collaboration to create a lasting impact.

Just as women’s collective action during the suffrage movement led to significant progress, today’s women leaders—at every level—are pushing boundaries to create opportunities for the next generation. According to the Center for Talent Innovation research, organizations with inclusive leaders are 75% more likely to see ideas become productized (Korn Ferry). That underscores the tangible benefits of inclusive leadership in driving innovation and bringing new ideas to market. But diversity alone isn’t enough—leaders must actively cultivate an environment where different perspectives are valued and integrated into decision-making processes.

Some of the most effective ways to do this include:

• Building diverse teams – Representation at leadership levels leads to more inclusive decision-making and increased opportunities for women.

• Encouraging open dialogue – Creating spaces where employees—especially women—can share ideas without fear of dismissal.

• Expand Leadership Pathways – Women thrive when they have access to leadership opportunities through internal promotions, leadership training, or executive coaching. Organizations that create structured pathways for women to advance retain top talent, driving innovation and long-term success.

How Leaders Can Take Action

Inclusive leadership requires action, not just intention. By fostering inclusion and advocating for equity, leaders elevate their teams and pave the way for future generations of women leaders.

Here are ways you can drive real change:

1. Cultivate Psychological Safety – Foster a culture where women feel safe to share ideas, take risks, and challenge the status quo.
2. Use Your Influence for Good – Advocate for other women in leadership conversations, promotions, and decision-making.
3. Be an Active Ally – Move beyond awareness to actively support and uplift women who face systemic barriers.
4. Commit to Continuous Learning – Inclusion is not a one-time initiative; it requires ongoing education, listening, and adaptation.

Join the Conversation

On March 19 at 1 PM EST, I’ll be a guest at the Coaching Roundtable Webinar Series. I’ll share how coaches can use the transformational leadership model to empower their clients—particularly women leaders—to become impactful, future-ready leaders. This interactive session will provide actionable strategies to help leaders:

• Navigate complex challenges with confidence and clarity.
• Empower their teams to collaborate, innovate, and thrive.
• Foster inclusion and engagement to drive organizational success.
• Achieve sustainable growth while staying aligned with their purpose.

🔗  Click here to register

Summary

Inclusive leadership isn’t just about representation—it’s about creating workplaces, organizations, and communities where everyone has a fair chance to succeed.

And it is a powerful driver of change, but transformation requires more than individual commitment—it demands systemic action. Sustainable progress means rethinking leadership norms, advocating for policies that ensure equity, and recognizing the role that all leaders, including male allies, play in creating lasting change.

Don’t just celebrate inclusion this month—let’s commit to practicing it every day. How will you foster inclusive leadership in your workplace and beyond?

#InclusiveLeadership #StrongerTogether #WomensHistoryMonth #LeadershipForAll