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How to Be an Inclusive Leader (Second Edition): Your Role in Creating Cultures of Belonging Where Everyone Can Thrive
We know why diversity is important, but how do we drive real change at work? The second edition of this best-selling title by diversity and inclusion expert Jennifer Brown provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone can thrive.
In a world where women and communities of color were disproportionally impacted by the COVID-19 pandemic, it's more important than ever for leaders to truly understand how to support inclusion in the postpandemic workplace.
Drawing on years of work with many leading organizations, Jennifer Brown shows what leaders at any level can do to spark real change and navigate uncharted waters. She guides listeners through anti-racism using the Inclusive Leader Continuum, a set of four developmental unaware, aware, active, and advocate. Brown describes the hallmarks of each stage, the behaviors and mindsets that inform it, and what listeners can do to keep progressing.
This second edition includes a new introduction and addresses challenges posed by the pandemic—including remote work, flexibility, and mental health. It also gives increased attention to embedding equity, empathy, and anti-racism in the inclusive leader framework.
In a world where women and communities of color were disproportionally impacted by the COVID-19 pandemic, it's more important than ever for leaders to truly understand how to support inclusion in the postpandemic workplace.
Drawing on years of work with many leading organizations, Jennifer Brown shows what leaders at any level can do to spark real change and navigate uncharted waters. She guides listeners through anti-racism using the Inclusive Leader Continuum, a set of four developmental unaware, aware, active, and advocate. Brown describes the hallmarks of each stage, the behaviors and mindsets that inform it, and what listeners can do to keep progressing.
This second edition includes a new introduction and addresses challenges posed by the pandemic—including remote work, flexibility, and mental health. It also gives increased attention to embedding equity, empathy, and anti-racism in the inclusive leader framework.
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First published January 1, 2019
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Displaying 1 - 30 of 105 reviews
May 21, 2021
3.5 stars - this a great initial read on creating an inclusive space but fell short for me personally. It solidified a lot of the things I’ve been learning and working on developing, but didn’t provide a ton of new information. Still, I’d recommend it as a starting point for managers who are looking to explore what it means to develop an inclusive workplace.
December 14, 2020
A lot of puffer here, little substance. Does not seem to uncover the base problem: Exclusion. An issue that is extremely dynamic requires more than a step by step approach. Nothing I here is wrong...just wildly incomplete.
July 19, 2023
It was free from my job that loves to say it’s inclusive but it’s anything but. Thanks for reminding me to continue putting in the work though!
January 3, 2022
For diversity and inclusion practitioners, this is a great book to recommend to clients & leaders who are beginning their inclusion journey in the workplace and in their communities.
October 15, 2020
Great book. Practical advice and good assessment.
July 5, 2020
This is the kind of Diversity and Inclusion book you recommend to your friend's well meaning dad. It's not specifically about race, gender, queer inclusion and I think that broadness makes it somewhat ineffective. It's also directed for "corporate" diversity and inclusion efforts and I am at the point where I cannot separate capitalism from the massive inequality in our society so this book feels like it helps people put band-aids on gaping wounds. But I'm sure it'll really help those intro "what do I do?" Types.
September 10, 2021
Required reading for my MBA. Not bad, I liked that it was short and provided actionable tasks at the end of each stage. I think it could have used more stores/anecdotes to drive the point home more effectively, but it was a pretty good book!
**Actually, dropping a star because I just remembered the author went to the trouble to bold "vocab" words but rarely bothered to actually define those words in the text.
**Actually, dropping a star because I just remembered the author went to the trouble to bold "vocab" words but rarely bothered to actually define those words in the text.
June 5, 2023
I’ve been on my DEI journey for a while so felt like there wasn’t a ton of new material for me personally but this is a super actionable, no fluff guide for leaders just getting started! love the tools she shares to have you evaluate your social circle, bias, and current state!
October 13, 2025
This was a really simple, straightforward, and really good “how to”. There were so many opportunities for self reflection, so many practical applications, and a sense that the author was genuine and authentic in their efforts.
November 4, 2020
Book for leaders who are looking to take a next step to be more inclusive. Not for DEI professionals per se. Quick read for busy professionals.
October 31, 2021
Some helpful hints and an easy to understand continuum architecture of the defined stages.
April 2, 2024
Exactly what I expected it to be based on the title.
September 22, 2019
Not much different from "Diversity Beyond Lip Service" that I read a couple months ago, although the writing seems stylistically better.
For me, this was nothing new, but I can see how it would be useful for older managers/workers without much experience with diversity, inclusion, belonging, or bias.
I liked that the author's examples were pretty wide ranging and that she is conversant in transgender experiences in the workplace. I wish the book were more in-depth rather than just a basic primer on inclusion.
Overall, it's worth reading for people just beginning to think about inclusion in the workplace.
For me, this was nothing new, but I can see how it would be useful for older managers/workers without much experience with diversity, inclusion, belonging, or bias.
I liked that the author's examples were pretty wide ranging and that she is conversant in transgender experiences in the workplace. I wish the book were more in-depth rather than just a basic primer on inclusion.
Overall, it's worth reading for people just beginning to think about inclusion in the workplace.
April 21, 2020
Too many books on inclusivity and diversity efforts inside a community, organization or corporation stop short of delivering action steps that are practical and meaningful from a "do this right now" standpoint. Brown offers a deep dive (but one that is palatable enough even for the non-believers among us about the importance of this work) into not only the reasons for our hesitation to jump into true inclusivity, but also the positive ramifications of doing this work. My copy is highlighted, underlined and dog-eared and I'm consistently sharing quotes and snippets with my fellow leaders!
February 14, 2023
This book was easy for me to read and has motivated me to take more actions towards inclusion in all areas of my life not just in work. While I feel that I try to do that there were specific things that identified me as a bystander more than of an advocate. I resolve to do better.
February 2, 2020
Great book that provides a framework for leaders to move from unaware to advocate.
May 30, 2023
A practical guide with a strong focus on motivating those maybe not completly convinced yet.
January 10, 2021
Brown's text tackles a subject that most agree is important, yet on which many of those that agree don't know where to start. Do I want to be an inclusive leader? Of course! However, beyond a couple of low-hanging fruit steps, I really needed concrete ideas on how to start that journey.
The author does a wonderful job of making (and then re-iterating) the point that inclusion is a work in progress. Inclusion means different things to different people, and leaders must adjust their strategies accordingly. As with most meaningful change, there is no one-size-fits-all approach.
Foundational to one's effort is simply listening and respecting. Those learning to be inclusive will make mistakes, and that's okay. Ensure that your mistakes are honest and coming from an authentic desire to be the leader that the diverse populations on your team need. I gravitated toward the themes of curiosity and learning as well. I know I grew up in an insulated area not known for its diversity. I vividly remember talking with one of my employees (who was of a different race) about how condemnation without action was not akin to any progress. The nexus of that knowledge told me that I had a lot to learn. Exclusivity in this sense affects all of us as an affliction of the human condition. Inclusive leaders seek out opportunities to contribute to the solution. "I've not had the chance" isn't an acceptable battle cry.
All of that said, there will be some who may appreciate the message but struggle with Brown's direct writing style. Readers need to see it. There will be some who welcome some differences but struggle to accept others. Brown argues that those readers may be in the "unaware" stage of the continuum. As such, this text is a suitable first step on the path from unaware to aware.
The author does a wonderful job of making (and then re-iterating) the point that inclusion is a work in progress. Inclusion means different things to different people, and leaders must adjust their strategies accordingly. As with most meaningful change, there is no one-size-fits-all approach.
Foundational to one's effort is simply listening and respecting. Those learning to be inclusive will make mistakes, and that's okay. Ensure that your mistakes are honest and coming from an authentic desire to be the leader that the diverse populations on your team need. I gravitated toward the themes of curiosity and learning as well. I know I grew up in an insulated area not known for its diversity. I vividly remember talking with one of my employees (who was of a different race) about how condemnation without action was not akin to any progress. The nexus of that knowledge told me that I had a lot to learn. Exclusivity in this sense affects all of us as an affliction of the human condition. Inclusive leaders seek out opportunities to contribute to the solution. "I've not had the chance" isn't an acceptable battle cry.
All of that said, there will be some who may appreciate the message but struggle with Brown's direct writing style. Readers need to see it. There will be some who welcome some differences but struggle to accept others. Brown argues that those readers may be in the "unaware" stage of the continuum. As such, this text is a suitable first step on the path from unaware to aware.
This entire review has been hidden because of spoilers.
March 5, 2022
I expected more from Jennifer Brown’s 2019 book How to Be an Inclusive Leader. She included plenty of why, which was good, but the how—her Inclusive Leader Continuum—struck me as oversimplified.
Her continuum identified four stages of inclusion-minded leadership: Unaware, Aware, Active, and Advocate. She emphasized that a person doesn’t progress through the continuum in a linear fashion, which I embrace, because there are so many differences among people. I may be an advocate for one group while growing my awareness and being active for other groups. I embrace the cyclical or, better, spiral nature of the model because that’s my experience personally and professionally. However, her text oversimplifies how individuals and collectives can create change at work. She included Peter Drucker’s comment that “culture eats strategy for breakfast,” but she included only a handful of examples of individuals successfully changing culture.
Brown focused on corporate America. In terms of learning how to become a more inclusive leader, I’ve found books for educators far more useful, accessible, and engaging: Why Are We Still Doing That by Persida and William Himmele, and We Belong by Laurie Barron, for example.
I did learn more of the psychology of exclusion/inclusion and I have integrated some of her explanations of biases into how I manage audiences during my presentations. I confront, both as a witness and participant, confirmation bias, self-enhancement bias, unconscious bias, and distance bias frequently. There are other valuable takeaways here that I’ll include in my growth but I expected more.
Her continuum identified four stages of inclusion-minded leadership: Unaware, Aware, Active, and Advocate. She emphasized that a person doesn’t progress through the continuum in a linear fashion, which I embrace, because there are so many differences among people. I may be an advocate for one group while growing my awareness and being active for other groups. I embrace the cyclical or, better, spiral nature of the model because that’s my experience personally and professionally. However, her text oversimplifies how individuals and collectives can create change at work. She included Peter Drucker’s comment that “culture eats strategy for breakfast,” but she included only a handful of examples of individuals successfully changing culture.
Brown focused on corporate America. In terms of learning how to become a more inclusive leader, I’ve found books for educators far more useful, accessible, and engaging: Why Are We Still Doing That by Persida and William Himmele, and We Belong by Laurie Barron, for example.
I did learn more of the psychology of exclusion/inclusion and I have integrated some of her explanations of biases into how I manage audiences during my presentations. I confront, both as a witness and participant, confirmation bias, self-enhancement bias, unconscious bias, and distance bias frequently. There are other valuable takeaways here that I’ll include in my growth but I expected more.
July 25, 2025
⭐️⭐️⭐️⭐️✨ (4.5/5 stars)
Inclusion is a journey, not a checkbox. In How to Be an Inclusive Leader, Jennifer Brown introduces a four-stage framework—the Inclusive Leader Continuum—to help readers understand where they are in their inclusion journey (Unaware, Aware, Active, Advocate) and how to grow from there. The book is filled with reflective prompts, practical advice, and real-world examples to guide individuals in creating cultures of belonging.
I listened to this one as an audiobook, mainly to get a feel for it before deciding whether to dive deeper, and I’m really glad I did. It was surprisingly short, but it packed a lot into a small space. I’ll definitely be picking up a physical copy soon to re-read more carefully and take notes.
What really stuck with me was the part about how much of ourselves we share at work, and how we choose to show up. Am I standing quietly, or am I being active? That reflection hit harder than I expected. The book made me pause and really consider my own role in creating inclusive environments—not just in theory, but in my day-to-day actions.
It’s not quite a 5-star read for me, only because I wish it had gone a bit deeper in some places. But it’s absolutely a valuable, approachable resource—especially if you're just starting out or looking to better understand how to make a difference in your workplace.
Looking forward to digging into it again with a highlighter in hand.
Inclusion is a journey, not a checkbox. In How to Be an Inclusive Leader, Jennifer Brown introduces a four-stage framework—the Inclusive Leader Continuum—to help readers understand where they are in their inclusion journey (Unaware, Aware, Active, Advocate) and how to grow from there. The book is filled with reflective prompts, practical advice, and real-world examples to guide individuals in creating cultures of belonging.
I listened to this one as an audiobook, mainly to get a feel for it before deciding whether to dive deeper, and I’m really glad I did. It was surprisingly short, but it packed a lot into a small space. I’ll definitely be picking up a physical copy soon to re-read more carefully and take notes.
What really stuck with me was the part about how much of ourselves we share at work, and how we choose to show up. Am I standing quietly, or am I being active? That reflection hit harder than I expected. The book made me pause and really consider my own role in creating inclusive environments—not just in theory, but in my day-to-day actions.
It’s not quite a 5-star read for me, only because I wish it had gone a bit deeper in some places. But it’s absolutely a valuable, approachable resource—especially if you're just starting out or looking to better understand how to make a difference in your workplace.
Looking forward to digging into it again with a highlighter in hand.
March 30, 2024
Short but good lessons. I would recommend this as a primer for those who haven't participated in inclusive leadership programs or organizational equity and inclusion programs. A couple of key take aways:
1) Who is in your "inner circle" or "circle of trust"? Are those people similar to you? Do they look like you? Do they share your privileges? What diversity exists within your inner circle? How can you learn about/from more diverse individuals to broaden your perspectives and understanding?
2) Fail forward. Failure is inevitable, but it doesn't mean all is lost in work towards being a more inclusive leader and/or organization. Learn from mistakes with grace, acknowledge and thank people who show you errors or mistakes in an effort to improve, and recognize that being a leader means taking risks to move forward. With mistakes and failures, we're still on an upward slope to being more inclusive and equitable.
3) Know where you are on the "inclusive leader continuum": unaware, aware, active, or advocate. Frequently re-evaluate where you fall on this continuum - we are always learning and growing, don't forget to check in to see where your biases and privilege may impact your perception and understanding of EDI challenges.
1) Who is in your "inner circle" or "circle of trust"? Are those people similar to you? Do they look like you? Do they share your privileges? What diversity exists within your inner circle? How can you learn about/from more diverse individuals to broaden your perspectives and understanding?
2) Fail forward. Failure is inevitable, but it doesn't mean all is lost in work towards being a more inclusive leader and/or organization. Learn from mistakes with grace, acknowledge and thank people who show you errors or mistakes in an effort to improve, and recognize that being a leader means taking risks to move forward. With mistakes and failures, we're still on an upward slope to being more inclusive and equitable.
3) Know where you are on the "inclusive leader continuum": unaware, aware, active, or advocate. Frequently re-evaluate where you fall on this continuum - we are always learning and growing, don't forget to check in to see where your biases and privilege may impact your perception and understanding of EDI challenges.
March 15, 2025
Dull and bad written.
In my opinion also written by a narcissist given that all the examples are related to the author and emphasising her sexual orientation, ok I get the point, but I think if you want to drive your points using examples and not arguments (and this is why I think is badly written) at least bring a variety of examples instead of just talking about yourself.
That being said, I think most of the arguments are poorly argumented and I personally do not agree with forcing people to take identy traits in consideration on the workplace for the only purpose of representation. Yes I do agree it’s important to not discriminate based on identity traits but I do not believe as well that identity traits should be used to override meritocracy, skills and politics.
The reason why I think the thesis and argument are irrelevant and do not bring value to the reader because the foundation which they are based on are naive.
Anyway I didn’t liked the book and will not recommend it.
In my opinion also written by a narcissist given that all the examples are related to the author and emphasising her sexual orientation, ok I get the point, but I think if you want to drive your points using examples and not arguments (and this is why I think is badly written) at least bring a variety of examples instead of just talking about yourself.
That being said, I think most of the arguments are poorly argumented and I personally do not agree with forcing people to take identy traits in consideration on the workplace for the only purpose of representation. Yes I do agree it’s important to not discriminate based on identity traits but I do not believe as well that identity traits should be used to override meritocracy, skills and politics.
The reason why I think the thesis and argument are irrelevant and do not bring value to the reader because the foundation which they are based on are naive.
Anyway I didn’t liked the book and will not recommend it.
November 10, 2021
I hate when books spend a quarter of the book telling me what they’re going to do in the book. Just do it! Ugh!
Okay, that being said, this is a very streamlined, easily readable resource for inclusion that brings up some solid points that are worth repeating. I did like that she stressed humility as part of the process and encouraged leaders to ask for feedback and generally be vulnerable. Her three phase system was clear and the glossary could be helpful to those starting on this journey. However, I don’t think this is a book that’s going to change anyone’s mind on the necessity of inclusion (although she does make at least a monetary argument for it); this is a book for scaffolding when the desire and intention is already present.
Okay, that being said, this is a very streamlined, easily readable resource for inclusion that brings up some solid points that are worth repeating. I did like that she stressed humility as part of the process and encouraged leaders to ask for feedback and generally be vulnerable. Her three phase system was clear and the glossary could be helpful to those starting on this journey. However, I don’t think this is a book that’s going to change anyone’s mind on the necessity of inclusion (although she does make at least a monetary argument for it); this is a book for scaffolding when the desire and intention is already present.
December 21, 2021
Great primer on inclusion, beginning with your own self assessment. Direct and to-the-point offering the right amount of info and action for anyone to get started. Lots of eye-opening perspectives. The spectrum/continuum is ESSENTIAL to use in implementing real cultural change. You can't have a stage 4 conversation with a stage 1 person, and that is where so many EDI efforts falter, sadly. This book is offers a great starting point. I highly recommend it to leaders who are less comfortable with the EDI conversation (maybe they're stage 2 "aware" and willing, but don't really know what to do). This book will help. Also read by the author, and she's fantastic. I would listen to any book she narrates.
March 12, 2022
This book is an excellent general resource for corporate leaders who want a hands-on approach. It is didactic and pragmatic for leaders to become inclusive and create their work environments into places where everyone feels they belong and can thrive. It explains the path of the unaware, the aware, the active, and the advocate. It is impossible to capture what advocacy looks like in text, and the basics of becoming a solid advocate are here. The book does not advance magic or clear paths, and the world out there is so nuanced that it is the role of every reader to build their way. It is a never-ending process, and sometimes, Jenniffer Brown warns, you will need to go back to get a stronger, more informed impulse.
September 19, 2023
A Solid short book that describes many aspect of being a leader in today's society that is trying to be more understanding and an advocate for everyone. Ms. Brown's description of the continuum really help me feel more comfortable with being at different places with my own understanding of different people. I have a strong sense of my role as an advocate with many people and friends facing challenges, and yet others that I know little about, I feel helpless. The continuum explains this phenomenon and makes sense of the phases that we undergo on this path.
The book is a little light on research and examples, but I think it is a great read for someone embarking on their own journey into being an inclusive leader.
The book is a little light on research and examples, but I think it is a great read for someone embarking on their own journey into being an inclusive leader.
August 28, 2020
This book helps to develop a model for fostering an inclusive culture based on 4 stages:
1. People may not be aware of inequalities and not recognize deep-rooted problems in society.
2. Advancing into the stage of awareness and realization of limitations leads to understanding that steps must be taken to address these inequalities in the workplace.
3. Commit to doing more to promote inclusion, leading to levels of responsibility.
4. In the last stage, you examine how systems must change to prevent inequalities from returning, and adopt an approach of advocating for change towards sustainable inclusion.
Diversity and inclusion are vital in today's workplace.
1. People may not be aware of inequalities and not recognize deep-rooted problems in society.
2. Advancing into the stage of awareness and realization of limitations leads to understanding that steps must be taken to address these inequalities in the workplace.
3. Commit to doing more to promote inclusion, leading to levels of responsibility.
4. In the last stage, you examine how systems must change to prevent inequalities from returning, and adopt an approach of advocating for change towards sustainable inclusion.
Diversity and inclusion are vital in today's workplace.
October 25, 2020
I’ve read a lot of books on inclusion and I’d rate this one high on the scale of giving the reader a framework to understand where they are in terms of their inclusive leadership and practical things they can do to progress along the continuum. Loved the concept that it’s not a linear journey, and as you listen and learn and become a more inclusive leader, you will find yourself moving back to the awareness stage for new elements of diversity that maybe you weren’t aware of before. I’ve certainly found this to be true. It doesn’t get deep into the history of systemic bias but I think that’s not the purpose of this book so I didn’t reduce rating because of that.
December 2, 2020
A wonderful look into what it takes to be a truly inclusive leader. Some key items I read include:
"You are already equipped with the ability to make a difference"
"Most employees actively downplay one or more identities at work"
"When you give up the need to be right and instead become curious, you open yourself up to learn how you can ensure others feel welcomed, valued, respected and heard"
"61% of employees feel they need to cover key parts of who they are because of negative stereotypes and nearly 50% of LGBTQ+ employees remain closeted in the workplace"
"You are already equipped with the ability to make a difference"
"Most employees actively downplay one or more identities at work"
"When you give up the need to be right and instead become curious, you open yourself up to learn how you can ensure others feel welcomed, valued, respected and heard"
"61% of employees feel they need to cover key parts of who they are because of negative stereotypes and nearly 50% of LGBTQ+ employees remain closeted in the workplace"
November 7, 2023
I like her model. It makes things like this easier to intellectually digest and to communicate to others. I like the questions at the end of each chapter, that’s one top reason I picked it up.
I think the ideal or intended audience are c-level leaders, particularly those who hold privileged identities and are new to DEIB+. In other circumstances, there are better (or more appropriate may be the better phrase) DEIB+ book.
Also, it’s my understanding the use of the 1964 Kitty story in the last chapter is inaccurate/not the full story. Hope that can be edited in an updated version.
I think the ideal or intended audience are c-level leaders, particularly those who hold privileged identities and are new to DEIB+. In other circumstances, there are better (or more appropriate may be the better phrase) DEIB+ book.
Also, it’s my understanding the use of the 1964 Kitty story in the last chapter is inaccurate/not the full story. Hope that can be edited in an updated version.
Displaying 1 - 30 of 105 reviews