Untapped Leadership

What if we redefined leadership to truly represent the diverse and dynamic world we live in? Untapped Leadership challenges us to rethink everything we know about who gets to lead.

1. Leadership Shouldn't Be Confined to Privilege

Leadership, traditionally associated with power and privilege, often neglects those from less privileged backgrounds. This narrow view creates systemic barriers, leaving leaders of marginalized groups largely underrepresented. For instance, women of color hold just four percent of top executive roles, which demonstrates how privilege dominates leadership narratives.

The current definition of leadership fails to account for the lived realities of marginalized leaders. Their journeys, shaped by overcoming obstacles and systemic biases, go unrecognized in the mainstream discourse. This omission restricts our understanding of leadership and prevents progress toward a more inclusive and equitable workplace.

To drive meaningful change, society must expand its perspective on leadership. Recognizing leaders from diverse racial and gender backgrounds is not only fair but also strategically important. Their experiences offer lessons in resilience, empathy, and adaptability—all qualities essential for thriving in today's complex professional landscape.

Examples

• The underrepresentation of non-white leaders in corporate boardrooms.
• Leadership theories focusing mostly on white, male experiences.
• How societal barriers prevent access to leadership opportunities.

2. Marginalized Leaders Offer Unique Wisdom

Leaders from underrepresented communities bring deep awareness to issues others might miss. Their perspectives often stem from living on the edges of systems dominated by privilege, enabling them to navigate both ends of the spectrum.

The concept of standpoint theory explains why marginalized perspectives are valuable. Leaders from these groups have experience navigating adversity, which provides unique clarity. This clarity allows them to identify blind spots in existing policies and challenge ingrained biases. Leaders in privileged positions don’t always recognize these nuances.

Including these diverse perspectives enriches decision-making processes and fosters innovation. As organizations strive to remain competitive in a global market, the ability to confront societal issues with multi-dimensional solutions often proves decisive.

Examples

• Marginalized leaders contributing creative solutions to workplace inequalities.
• Standpoint theory, rooted in feminist philosophy, emphasizing underrepresented voices.
• Company cultures improving by addressing insights brought by diverse leadership.

3. Self-Awareness Is a Core Trait for Leadership

Understanding yourself is more than knowing your work habits; it’s about recognizing biases and reflecting on your decisions. Self-awareness helps address habits and choices that might exclude certain voices or reinforce inequities unintentionally.

Leaders from marginalized groups develop self-awareness earlier due to the need for code-switching and adapting to environments that don’t fully accept them. This creates an opportunity for all leaders to reflect and learn how their decisions influence those around them. By doing so, they can become more inclusive in their leadership approach.

True self-awareness goes beyond corporate-style training sessions. It's a daily, ongoing process that requires sustained effort. Leaders need to regularly question how their actions align with their intentions and explore how they can adapt for the betterment of their teams.

Examples

• Marginalized individuals constantly adapting to both professional and cultural expectations.
• Exercises like daily journaling to pinpoint where biases show up.
• Teams benefiting from leaders who meaningfully act on constructive feedback.

4. The One-Size-Fits-All Leadership Model Is Outdated

Most leadership frameworks currently follow a cookie-cutter approach that often assumes access to resources and networks typically unavailable to marginalized groups. This exclusivity perpetuates the cycle of underrepresentation.

Leaders of color regularly face structural hurdles such as lack of mentorship and limited access to professional growth opportunities. Addressing these challenges requires acknowledging that traditional leadership paths exclude people. Change starts when we challenge these structures.

Redefining leadership models to consider diverse starting points and experiences creates a more supportive environment. It not only fosters high-performing teams but ensures equitable opportunities for all potential leaders.

Examples

• First-generation professionals often needing to "break the mold."
• Examining recruiting strategies that favor a small pool of elite candidates.
• Companies providing flexible development programs tailored to diverse needs.

5. Leadership Means Leaving a Meaningful Legacy

Leadership isn’t always about hitting goals or advancing your career; its deeper meaning lies in the impact it has on others. Leaders from marginalized groups frequently aim not only to succeed but also to uplift their communities and inspire systemic change.

True leadership involves improving workplaces for everyone, especially those on the margins. This extends beyond simply performing tasks—leaders work to change systems and leave behind a legacy of growth and support.

While impactful change is often slow, its results outlast quick fixes. Leaders dedicated to equity and inclusion understand the importance of incremental progress that builds over generations.

Examples

• Implementing mentorship programs tailored specifically for underserved groups.
• Leaders prioritizing inclusivity by advocating for diverse hires.
• Long-range initiatives that develop workplace cultures of trust.

6. The Long Game of Change

Impatience is one of the biggest enemies of diversity work. Structural inequities weren’t formed overnight, nor can they be dismantled quickly. Leaders must focus on steady, lasting change rather than superficial improvements designed for immediate applause.

Achieving equity demands a shift in expectations. Leaders must embrace the slower and often hard-to-measure process of building a sustainable foundation. This recalibration sets a precedent that proper change requires depth.

Resilience and purpose are vital for sustaining this effort. Leaders must stay the course, understanding that visible results sometimes lag behind their foundational work.

Examples

• Long-term investment in diverse leadership pipelines.
• Companies that prioritize mental health for leaders combating burnout.
• Incorporating reflection opportunities into strategic planning.

7. Time and Space Nurture Diverse Leadership

Effective diversity work doesn’t happen in rushed environments. Leaders and organizations need to pause, reflect, and hold space for thoughtful discussion. This means resisting the hurried pace of modern work culture.

Slowing down opens up opportunities for meaningful dialogue and trust-building. It allows for nuanced conversations that go beyond surface-level objectives and helps marginalized voices feel included and heard.

This approach also prioritizes safety in conversations about change. A deliberate rhythm encourages trust and collaboration, which are essential for impactful progress.

Examples

• Companies scheduling retreats to foster diversity-focused discussions.
• Teams dedicating weekly time to examine workplace dynamics.
• Reflective practices designed to build relationships without rushing.

8. Recognizing the Diversity Within Diversity

Marginalized groups are not monolithic. People’s experiences differ greatly depending on intersecting identities such as race, gender, and socioeconomic background. Recognizing these layers prevents tokenism and ensures meaningful inclusion.

Understanding this complexity requires avoiding simple categorizations. Leaders must invest time in listening to individual stories and learning how identities shape leadership and workplace interactions.

By appreciating nuances, organizations can implement practices and policies that are truly equitable, not superficially inclusive.

Examples

• A Latina's leadership journey differing from that of a Black woman or Asian man.
• Workplace policies improved by input from various identity groups.
• Educational programs tailored for nuanced diversity education.

9. Authenticity as Leadership’s New Cornerstone

Modern workplaces increasingly call for authentic leaders—those who bring their full selves to their roles. For marginalized leaders, this means balancing cultural expectations with staying true to their identities.

Authenticity leads to deeper connections and stronger teams. Leaders willing to show vulnerability often inspire trust and loyalty, creating a ripple effect of openness and support across their organizations.

Fostering authenticity also challenges the sometimes unrealistic expectations society places on leaders, particularly those in underrepresented groups. It allows for a leadership standard rooted in humanity rather than perfection.

Examples

• Leaders opening up about personal challenges to inspire team trust.
• Teams thriving under empathetic, genuine leaders.
• Companies reevaluating biases against non-traditional leadership styles.

Takeaways

1. Create daily habits of self-reflection to grow your self-awareness as a leader.
2. Advocate for measurable, long-term diversity initiatives in your workplace.
3. Prioritize authentic conversations that welcome diverse contributions to the table.