Allyship in Action: Why Inclusive Leadership Starts When You Speak Up for All Voices
- Liza Engel
- Aug 11
- 3 min read
A Moment That Shifted the Room
I was in a room where decisions were being made. A colleague—let’s call her Jane—offered a thoughtful perspective, considered… and completely bypassed. The discussion rushed on, voices overlapping, ideas colliding. It wasn’t intentional, but it was telling.
Then someone paused and said, “I’d like to return to Jane’s point—I think it’s insightful.”
The energy shifted. Jane’s voice landed back in the spotlight. And the conversation became richer.
That one sentence changed everything. It was allyship in motion—simple, subtle, and powerful.
Inclusive Leadership Is a Daily Practice, Not a Policy
We talk a lot about inclusion, often in strategic terms. But at its heart, inclusion is also lived in micro-moments—when someone chooses to speak up, redirect attention, and ensure all voices are heard, not just the dominant ones.
Inclusive leadership isn’t just about good intentions or DEI workshops.
It’s about intervention over intention.
Because silence—however well-meaning—upholds the status quo. But curiosity, empathy, and action? Those are the real agents of change.
What Storytelling Teaches Us About Being Seen
This summer, I listened to The Salt Path—a memoir about a couple who, after losing everything, set out to walk the South West Coast Path of England with little more than a backpack and each other. It’s a story of survival, grief, and the quiet dignity of those living on the edge of society.
I didn’t listen to it just for the narrative. I chose it because I wanted to understand something I’ve never personally experienced: what it means to be homeless, ageing, and invisible in a world that often judges before it asks. It’s not my story, but I need to understand it if I want to lead with awareness and integrity.
That’s what allyship is. It’s not about fixing—it’s about facing and listening without defensiveness, seeking insight over assumptions, and remembering that other lives carry truths we need to hear.
Inclusive leadership doesn’t require perfection. It asks for presence.
Inclusive Leadership Is a Continuous Journey
Achieving this leadership level takes more than a values statement or a seat at the table. It requires awareness of the room, power dynamics, and who’s participating and not. It demands that we be fully present, listening not just to respond, but to tune in.
Ask yourself:
What might be going unsaid?
Whose reality am I missing?
Where can I make space for someone else’s truth?
Curiosity is the gateway. It’s not about having all the answers but being willing to learn. When leaders show up with that mindset, inclusion stops being a task and becomes a way of being.
Five Ways to Lead with Inclusive Intent
If you’re in a room where decisions are made—or if people listen when you speak—you’re already in a position to lead inclusively. Here’s how to start:
1. Reconsider, On Purpose
When someone’s idea is missed or interrupted, say:
“I want to return to that point—this is valuable.”
2. Make the Invisible Visible
Acknowledge contributions others may have overlooked:
“That shift in thinking came from (Name). Thank you for offering it.”
3. Ask More, Assume Less
Instead of filling space, invite it:
“I’d love to hear your perspective—what’s your take?”
4. Watch the Balance
Notice who always speaks and who doesn’t. Then, shift the dynamic. Rotate facilitation, invite quieter members to open when the time is right for them, or intentionally leave space.
5. Lead with Curiosity, Not Judgment
When someone sees it differently, don’t defend—ask:
“Can you help me understand what’s behind that view?”
These are small, repeatable actions. But over time, they reshape cultures.
Why It Matters—Now More Than Ever
We should mirror the behaviour of those that make us proud.
High-performing teams aren’t built by amplifying the loudest voices. They thrive when all voices are welcomed, respected, and acted upon.
Inclusive leadership isn’t an extra. It’s how trust is built, innovation is sparked, and human potential is realized.
And yes, it takes effort. But it begins with a single decision: to notice, intervene, and care enough to act.
The Quietest Leadership Is Often the Most Powerful
You don’t need the title, the longest resume, or the loudest voice to lead inclusively. You need to notice what others miss—and speak up.
Because the people don’t build inclusion on the margins, fixing the system.
It’s built by those inside the system, making it more humane—one moment at a time.
Lead the Change
This week, I invite you to try and notice one moment where someone’s input our voice is missed. Step in.
Today: Repeat, reframe, or redirect to include.
Tomorrow: Invite someone new into the dialogue.
From now on: Practice noticing who’s not yet in the room—and make space.
When you do, you’re not just being kind.
You’re building something powerful.
You’re leading.
Comments