Why Your Inclusion Journey May Look Better Than You Think

Dr. Jonathan recounts his nine‑year‑old PhD viva, a rare exam that awarded him a doctorate with no corrections. He describes the three typical viva outcomes—no corrections, minor corrections, and major corrections—and explains how personal hardships, a departing supervisor, and mounting debt made his success seem miraculous to outsiders. Yet he learned that many observers assumed he had everything under control, highlighting the gap between external perception and internal struggle. This anecdote sets the stage for a broader lesson about how we evaluate progress in professional journeys.

The core message translates to inclusion work: journeys are rarely flawless, self‑doubt is inevitable, but allies often watch and believe in you. Dr. Jonathan urges listeners to identify at least one person who champions their growth, mirroring the supportive colleague who invited him to speak. Inclusive leaders must flip this dynamic, becoming the visible ally who validates others’ efforts. By acknowledging both the challenges and the unseen encouragement, organizations can foster a culture where diversity initiatives feel authentic rather than performative, strengthening employee engagement and retention.

For business professionals, the takeaway is actionable: map your inclusion timeline, celebrate minor milestones, and deliberately seek feedback from trusted mentors. Create formal ally programs that pair senior staff with emerging talent, ensuring that encouragement is systematic rather than accidental. Encourage leaders to share their own setbacks, normalizing vulnerability and reinforcing that progress often looks better than it feels. By embedding these practices, companies not only improve DEI metrics but also build resilient teams capable of navigating uncertainty with confidence.