We’re in a moment of cultural contradiction.

Corporate DEI efforts are being scaled back. Budgets are shrinking. The language of inclusion has become politicized. Some companies have quietly dropped their diversity statements, while others are publicly abandoning entire initiatives that, just a few years ago, were treated as non-negotiable.

And yet, we’re also in the middle of Pride Month, a time that’s meant to celebrate visibility, equity and belonging for LGBTQ+ people. Rainbow logos without meaningful commitments and public statements without internal culture to back them up are impossible to ignore.

What’s missing in most of these conversations—what’s been undervalued, even by well-meaning advocates—is the “I” in DEI.

Inclusion isn’t about having the right language in your press release. It’s about how people feel when they walk into your office, sit in your meetings and pitch ideas in your brainstorms. It’s about culture, not just optics.

And for me, inclusion has always been personal.

I grew up in the Midwest in the 60s and 70s—a time and place where fitting in mattered more than standing out. I wasn’t out as gay back then. Honestly, I didn’t even know what being out looked like.

What I did know was that being different, if you were too sensitive, too artistic or quietly queer, made you a target. I was always the last picked for sports teams. That small rejection taught me a bigger lesson: Don’t make yourself too visible.

That early sense of exclusion stayed with me well into adulthood. When I started my own agency years later, I was still in the closet at work. I was proud of the work we were doing, but I wasn’t fully showing up. The risk felt too high.

Coming out at work in the early 2000s—after I had already built a career and reputation—was terrifying. But it also changed everything. For the first time, I was bringing all of myself to work. And that unlocked a kind of leadership and creativity I hadn’t known was possible.

I, along with my partners, have tried to build a different kind of agency—one that reflects the world, not just markets to it. We’ve brought in diverse voices, made room for emerging talent and put people first. DEI wasn’t a strategy deck. It was just how we worked.

But today, DEI is under pressure. There’s fatigue, there’s backlash, and in many cases, a retreat. Companies are dropping the language, scaling back commitments and saying less. What gets lost in all of this, ironically, is the part of DEI that matters most: inclusion.

Inclusion isn’t about checking boxes. It’s about creating real space for people to show up as themselves and be part of something meaningful. It’s not just about who gets hired, but who gets heard, who gets promoted and who gets the benefit of the doubt. It’s not just about diversity on paper, it’s about culture in practice.

This isn’t abstract for me. I know what it’s like to be on the outside looking in. And I also know what it’s like to finally be included—and how powerful that shift can be.

This Pride Month, I’ve been reflecting on that journey. The LGBTQ+ movement has always been about fighting for space—for visibility, yes, but also for belonging. From Stonewall to marriage equality to the present day, the push has always been for inclusion, not just to be seen, but to be valued.

If you work in advertising, media or any creative field, you already know our job is to connect and to resonate. And we can’t do that unless our teams reflect the full spectrum of the culture we’re trying to reach.

So, here’s the question: how do we make inclusion real, especially when it’s no longer the trend?

Here are five ways to make inclusion stick:
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1. Start by listening

Really listen, not just in meetings, but in one-on-one conversations. Create space for people to tell you how they’re experiencing the culture of your organization and be ready to act on what you hear.

2. Diversify decision-making, not just hiring

Bringing in talent from different backgrounds is only step one. Inclusion means giving that talent real influence on creative, strategy, hiring and leadership.

3. Watch for subtle signals

Whose ideas get credited? Who gets interrupted? Who’s always “not quite ready” for promotion? These are cultural cues that shape people’s sense of belonging.

4. Don’t wait for Pride or Black History Month to show up

The work of inclusion happens every day. And if your only moments of visibility are calendar-based, people notice.

5. Be okay with discomfort

Inclusion sometimes means hearing things you don’t expect or disagree with. Growth happens when you stay in the room and keep listening.
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Inclusion isn’t soft. It’s strategic. It makes our work better, our teams stronger and our companies more resilient. And as someone who spent years hiding in plain sight, I can tell you this: Inclusion can change a life.

This Pride Month, I’m not just looking back at how far we’ve come. I’m thinking about how much further we can go if we stay committed to building places where everyone gets to belong.