Inclusion isn’t something you do once; it should be woven into everything, from how you make decisions to how you structure teams and run meetings.. When people feel seen and heard, they contribute more fully and meaningfully, which sustains long-term success. Matthew Card gave a presentation about leading with an inclusive-first mindset at Qcon London.
Inclusive leadership is the ongoing effort to create and maintain an environment where people feel comfortable bringing their authentic selves to a professional setting, Card explained:
An environment where everyone feels fulfilled, empowered to succeed, and genuinely enjoys coming to work.
Working environments can be tricky to navigate, especially as we continue bringing together more diverse individuals and asking them to lead, work, and create software collaboratively. That’s why it’s so important to lead with an inclusive-first mindset, Card said, as even seemingly routine team decisions can have a significant impact on the culture you’re trying to build and on how your team grows:
From who runs and facilitates meetings, to how implementation decisions are made, all the way up to tech stack selections, interview processes, and hiring choices, I have made a conscious choice to optimise for engineers who have great communication skills, and we are reaping the benefits now.
You’re not always going to get it right, and some things will be outside of your control, Card said. It’s a continuous effort. It’s about balance and constant adjustment. At the core, it’s about having fundamental respect and respecting each other’s differences, Card mentioned.
Something that worked last month might not be right or relevant three months later, and that’s okay. When you think about it, this actually mirrors the nature of the tech world with agile development, Card explained:
I continue to believe that we in tech have unrealised potential. The processes and approaches we use every day could be adapted to create real impact far beyond technology. We just need the courage to step outside our comfort zones and apply our ways of working to new challenges. As a leader, courage is of utmost importance.
Card mentioned that the way to build a culture that sustains long-term success is to embed it within your team so that it grows from within. This allows you to support and nurture it over time.
There are many ways to do this. Card mentioned two guiding principles that he leads by:
- How you make decisions shapes your culture
- Culture is defined by the worst behaviour you’re willing to tolerate
Decisions are crucial, and how you make them matters even more, as Card explained:
- Individually, as a leader, it’s about being fair and staying true to your values. That helps guide you in making the best possible decisions—not necessarily the “right” ones. We can only decide based on the information available at the time. I rely on an honest, self-aware, and pragmatic approach.
- Collectively, it’s about how your team makes decisions together. Embedding inclusive, transparent decision-making at the group level helps reinforce trust and psychological safety, which are essential for a strong, resilient culture.
When it comes to behaviour, Card suggested setting clear standards and modeling them consistently. Culture is reinforced by what we reward, what we challenge, and where we hold the line, he said. At the same time, lead with empathy, and help people grow when they fall short. Leverage allies within the team to raise the bar and support a culture of accountability and continuous improvement, Card suggested.
Look for people who demonstrate the qualities and behaviours you want to see in your culture, and use them as examples of what good looks like, Card said. Bringing them along with you to build and shape your department or area can be effective, he concluded.
InfoQ interviewed Matthew Card about inclusive leadership and long-term success.
InfoQ: How do you practice inclusive leadership?
Matthew Card: My approach is to lead with an inclusive-first mindset, meaning that every aspect of my role involves Diversity, Equity, and Inclusion (DE&I).
Personally, I always strive to build as many meaningful, trust-based relationships as I can, by reaching out, connecting, and taking the time to show I genuinely care.
The key to doing this without burning out? Be real. Be you. Authenticity makes the connection sustainable.
InfoQ: How can leaders create a culture that sustains long-term success?
Card: For me, the foundation that underpins a culture capable of sustaining long-term success, and what I am truly passionate about, is motivation and resilience.
Being able to appreciate that you can’t always get it right immediately, and being comfortable with that, is key. Having mechanisms and processes in place to learn from the moments when things don’t go as planned is a major part of becoming more resilient.
This concept carries through all levels of the team. For those on the ground who are coding day to day, failing fast is critical to delivering quality code. For team leads and senior leadership, where the feedback loop is much longer, it’s imperative to have multiple strategies in place to deal with problems and issues that will surely arise in the middle of executing your plan.
