Empathy - the foundation of inclusive culture
I see empathy as essential to creating workplaces where people with disabilities and other marginalized identities thrive.
Empathy isn’t just a leadership trait—it’s the foundation of inclusive culture.
In her article for Harvard Business Review, Palena Neale makes it clear: Empathy is a non-negotiable leadership skill. She outlines six ways to strengthen it:
- Develop an empathy protocol – Build systems that consistently center people’s needs.
- Be other-focused – Truly see others before rushing to solve.
- Balance individual and group needs – Inclusion means no one is left behind.
- Facilitate support, don’t take over – Empower without assuming.
- Practice active listening – Create space to be heard and validated.
- Reflect and adjust – Make empathy a daily, evolving practice.
As a lifelong disability advocate and DEI leader, I see empathy as essential to creating workplaces where people with disabilities and other marginalized identities thrive:
- It helps leaders recognize that a colleague turning off their camera isn’t disengaged—they may be managing pain or sensory overload.
- It prompts managers to understand that not everyone feels safe speaking up in large meetings—and that’s not a lack of ambition.
- It reminds us that inclusion isn’t about treating everyone the same—it’s about treating people the way they need to be treated.
Empathy isn't soft—it's strategic. It creates psychological safety, drives innovation, and allows diverse teams to unlock their full potential.
Empathy isn't a checkbox, it’s a muscle—and like any muscle, it only strengthens with intention and use. How do we practice empathy—not just preach it?
- Ask before assuming. “What support would be helpful right now?” goes further than “Let me fix this for you.”
- Notice what’s not being said. Silence can be a signal, not a stop sign.
- Normalize flexibility. People don’t need to “earn” accommodations—they need environments where they can do their best work.
- Accept that empathy isn’t always convenient. It may slow things down—but it’s what builds trust, safety, and belonging.
In disability inclusion work, empathy is often the bridge between policy and practice. It’s what turns “we’re inclusive” from a statement into a standard.
Let’s stop asking if empathy belongs in leadership—and start asking if leadership without empathy is really leadership at all.
So here’s my challenge: Try leading with empathy—especially when it’s hard, uncomfortable, or unfamiliar.
Palena Neale
