Leadership That Looks Like Us: The Real Reason Representation in Leadership Matters

Let’s be clear: representation in leadership isn’t just about optics. It’s about access, trust, and outcomes. When leadership all looks the same, thinks the same, and moves the same, what we end up with isn’t innovation or inclusion, it’s repetition. And repetition, especially in systems built without equity in mind, doesn’t end in change. It ends in more of what’s already not working.

When we talk about equity, we have to talk about who’s making decisions, who’s shaping policies, and who’s holding the power to include or exclude.

As a Black, gender non-conforming Lesbian, I know firsthand that when people from historically excluded communities walk into leadership roles, we don’t just bring resumes; we bring lived experiences that challenge norms, disrupt bias, and build bridges. We see what’s missing because we’ve often lived what’s missing.

And that’s exactly why diverse leadership is a non-negotiable if your impact is intended to be real and lasting.

People know when decisions are being made about them, and without them. It shows up in the tone of communications, in the policies that miss the mark, in the programs that feel out of touch and the voices that go unheard. If people can’t see themselves in the room, why would they trust the room to speak for them?

When people with different lived experiences sit at the table, the questions shift. Why? Because diverse leadership changes the quality of decisions: assumptions are checked, and priorities get realigned. A queer person may spot the coded language that would make someone feel unsafe. A neurodivergent leader might propose a completely different approach to feedback that makes performance management more humane. A first-generation immigrant may flag why a hiring process is unintentionally screening people out. And you know something? These aren’t hypotheticals. I’ve seen them happen. Over and over. The presence of difference really does make the work better.

But here’s the hard thing to admit, and the thing we need to see: the systems that produce leadership don’t usually reward difference. They reward comfort. Familiarity. Access. And that’s exactly why building truly inclusive leadership pipelines takes intentional work. It doesn’t start with a job posting that says “diverse candidates encouraged to apply.” It starts earlier, with how we educate on diversity, and how we define leadership in the first place.

We have to stop mistaking confidence for competence. Stop promoting people just because they know how to work the room or speak the language of the dominant culture. Some of the best leaders I’ve met and seen in action were quiet. They didn’t shine because they were polished. They shined because they listened well, they acted with integrity, and they brought people together who otherwise wouldn’t have had a voice.

And while this matters at every level, it especially holds true in grassroots spaces where the temptation can be to move fast and grab whoever’s available and let them lead. But equity asks us to slow down and to be intentional. It’s requires us to ask “Who’s always volunteering, and who’s never asked?”, “Who’s carrying the emotional weight of the work behind the scenes but never gets the title?”, “Who’s leading in ways we’ve never been taught to notice?”

It’s really that simple. Leadership development doesn’t need to be expensive or overdesigned. Sometimes it’s as unassuming as letting someone shadow a meeting. Co-leading a training. Giving feedback that’s actually meant to grow someone instead of shrink them. Getting coached, sponsored or mentored. And maybe most importantly, knowing when it’s time to step aside and let someone else lead, even if they don’t do it like you.

We talk a lot about wanting change, but change doesn’t happen in rooms full of sameness. If your board members, your leadership team, your steering committee all reflect the same race, background, gender, education, socioeconomic status or worldview, that’s not an accident. That’s a choice. And it’s one that can be changed.

Representation isn’t about numbers. It’s about a reflection of the culture within our communities. It’s about creating spaces where people feel safe enough to be honest, supported enough to take risks, and empowered enough to drive decisions. That kind of leadership doesn’t just transform organizations. It changes lives.

Diverse leadership isn’t optional. It’s the difference between impact that checks a box and impact that changes the world. And if we say we care about equity, then we need to care just as much about who holds the mic as we do about what’s being said in the mic.

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Written by: Shana Hilliard

Shana Hilliard is a dynamic Diversity and Belonging leader known for transforming workplace culture through intentional strategy, authentic leadership, and a deep commitment to inclusion. With a background in strategic DEI programming and a passion for connection, her work bridges policy and people to create lasting impact. She holds a BA from Widener University and is based in Claymont, Delaware with her partner and youngest son.