The state of workplace empathy and inclusion is shifting—and not always in ways that feel encouraging. In these times of challenge and change, connection and community matter more than ever.
Recently, I had the pleasure of co-hosting a powerful and heartfelt webinar with my friend, colleague Minette Norman titled “What’s Next: The Future of Empathy and Inclusion in the Workplace.” MInette is the co-author of The Psychological Safety Handbook and author of The Boldly Inclusive Leader.
Our goal? To create a space for real talk—a place to share our goals, fears, and hopes for what lies ahead in the realm of empathy, diversity, equity, and inclusion (DEI) at work.
And wow, did this group deliver.
We welcomed a vibrant mix of HR and DEI leaders who shared their honest experiences—especially around the emotional toll of DEI work today. Solopreneurs and in-house champions alike are feeling the fatigue, resistance, and, in some cases, the backlash.
But what shone through was a shared commitment to continue pushing forward together.
DEI: The Business Case and the Human Case
We talked about how some companies are rebranding DEI efforts to sidestep political scrutiny, rather than abandoning them altogether because the work still drives the business forward and helps it compete and win. This presents both a challenge and an opportunity. Minette wisely noted that many of these shifts are knee-jerk reactions to the current climate—and like any trend, they may settle with time.
Our conversation emphasized the business case for DEI, which continues to be strong. Diverse and inclusive workplaces drive revenue, innovation, and performance. And beyond numbers, DEI is about creating environments where every person feels valued and heard.
Empathy Is Not Weakness—It’s Leadership
I, of course, shared how empathy is often misunderstood as soft, emotional, or weak. See previous Hot Takes on my candid thoughts about the false rhetoric being tossed around! Let me be clear: empathy in leadership is not about conversion—it’s about connection. It’s about seeing and valuing different perspectives to make better decisions and build stronger relationships. It requires strength and self-confidence.
Empathy fuels engagement, retention, and innovation. Leaders who model, celebrate, and reward empathy cultivate workplaces where inclusion thrives—and that benefits everyone, not just those from underrepresented groups.
Dealing with Resistance and “Empathy Teachers”
Not everyone we encounter in our work is empathetic—and that can be draining. One participant raised a valid point about the emotional labor required to deal with those who lack empathy. I shared that self-awareness and self-care are essential tools to protect our energy.
Minette introduced a beautiful idea: seeing unempathetic individuals as “empathy teachers”—people who test and ultimately strengthen our own empathy muscles. This mindset shift doesn’t excuse bad behavior but reminds us of the power we have in how we respond.
The Power of Diverse Thinking
I shared a story about using an empathy toy with various teams, which illuminated the power of diverse thinking and how easy it is to miss key insights when we don’t listen to different perspectives. Minette added that a simple question—“What are we missing?”—can transform a team’s approach and reveal blind spots.
Practical Tools for Inclusion
We also discussed inclusive meetings—a tangible way to ensure every voice is heard. From rebranding DEI work as “belonging” to providing resources for empathetic meeting facilitation, we focused on actionable steps leaders can take to embed inclusion into everyday interactions.
Final Thoughts: Building Community in Tough Times
We ended the session reflecting on the power of community. These conversations are more than just check-ins—they’re reminders that we’re not alone in this work. They’re moments to recharge, refocus, and reignite our purpose.
Both MInette and I – and many others like us – are continuing to provide resources, support, and opportunities to connect. Because empathy and inclusion aren’t just workplace trends—they’re leadership imperatives for the future.
