Uncovering Bias: 5 Ways to Practice Inclusive Leadership Today
By Dean Rasmussen
Your Inclusive Advantage Leadership Coach & Consultant
Introduction
Unconscious bias affects how we see the world, interact with others, and make decisions—often without us even realizing it.
As a transgender man and organizational leader I’ve experienced bias firsthand. I’ve also learned how awareness can lead to real, inclusive change.
This guide is for anyone who wants to be a more inclusive leader. You might be in a formal leadership role, or you might simply strive to lead with integrity in your everyday life. Inclusion starts with awareness, and awareness starts here.
Let’s dive in.
1. Pause and Reflect Before You React
When we’re stressed, overloaded, or on autopilot, our biases are more likely to run the show. Inclusive leaders build the habit of slowing down and questioning their gut reactions.
Try This:
Before making a decision or reacting to someone, ask yourself:
“What assumptions am I making right now?”
2. Diversify Who You Learn From
Our perspectives are shaped by who we listen to. If everyone you follow, read, or learn from shares your background or views, your bias goes unchallenged.
Try This:
Curate your media, podcasts, or LinkedIn feed to include voices across race, gender, ability, and lived experience.
3. Invite (and Sit With) Feedback
Being inclusive doesn’t mean being perfect, it means being open to growth. Feedback can feel uncomfortable, but it’s often the mirror we need most.
Try This:
Ask a trusted colleague,
“What’s something I might be missing in how I show up for others?”
Then listen without explaining or defending.
4. Share Power in Conversations
Inclusive leaders don’t dominate conversations, they create space. They recognize who speaks most, who stays silent, and how to balance the room.
Try This:
In your next meeting, invite someone who hasn’t spoken to share their thoughts, or ask:
“Whose voice hasn’t been heard yet?”
5. Make the Invisible Visible
Bias often keeps certain experiences unseen or unnamed. Whether it’s misgendering, microaggressions, or access barriers—leaders who speak up help shift the culture.
Try This:
When you notice exclusion, say something. Even a simple,
“Hey, let’s pause and rethink that approach,”
can create impact.
What’s Next?
The real advantage of inclusive leadership is creating a culture where people want to stay, grow, and contribute fully.
Ready to go deeper?
Join me at The Inclusive Advantage Seminar to explore unconscious bias and inclusive leadership in action.
