Inclusion as a Superpower
Why Diverse Teams Outperform
By Marlene Timberlake D’Adamo
October 2025
Diversity is not a four-letter word. Rather, it represents the ability to incorporate different perspectives, backgrounds, and experiences into decisions and operating processes that are durable, universal, and inclusive. This means stronger companies through products that open new markets and engage new customers.
Inclusion, exercised within a diversity mindset, is the best path to better outcomes and stronger, more resilient teams. Inclusion is what brings diversity to life. Inclusion is the practice of being open, of recognizing that each person is an individual and brings to every interaction their own worldview—which cannot be assumed to be identical to anyone else’s—even if they have the same background or other similar characteristics (how many of us were raised in the same family with siblings who grew up to be very different)?
But what really happens when you embrace diversity? In a word—growth. Processes become more inclusive. Barriers to entering markets get lowered (not standards). Products are created that appeal to wider customer bases. Opportunities are created, and as a result, teams are stronger.
Inclusion is the superpower of diversity—it means putting yourself in someone else’s shoes to understand how their experiences shaped them.
The thing about diversity and its very close cousin, inclusion, is that it is not and cannot be a “one-size-fits-all” operating system. Yes, there are some non-negotiables: respect, dignity, honesty, fair treatment. For the most part, however, diversity means meeting people where they are—it means giving them (all of them) the particular tools they need to reach their potential.
I have spent my entire career operating at the intersection of risk, compliance, the law, and human capital. I believe in the power of building great teams through understanding people’s differentiated experiences. This, to me, is the superpower of inclusion. It means putting yourself in someone else’s shoes to understand how their experiences shaped them and what that means to the way they view and operate within the world. The result is optimization of outcomes—when a diverse team works well, it means that each member is being optimized as the individual they are. In this sense, each person’s differences are being leveraged for the betterment of the team. That is the outsized result that diversity yields. When done right, the results can extend far beyond expectations.
It might be easier to apply a “one-size-fits-all” approach to teams. It won’t be better. Let’s acknowledge people for the individuals they are and utilize all of their skills, experiences, and perspectives in service of superior results and maximized outcomes. To do otherwise is to ignore the fact that each one of us is an individual with our own experiences, capabilities, gifts, talents, and personalities.
Inclusive practices can and should be applied across gender, ethnicity, identity, and socio-economic status. They should also apply to culture and operating environments within an organization. These impact retention, turnover, and engagement at both the employee and client levels—which ultimately affects revenue and growth. Teams that operate within these types of organizations are stronger. They trust one another and respect each other. They are mission-aligned. Diverse environments are fertile ground for innovative ideas executed by engaged employees. These are the types of teams you want interacting with your clients and stakeholders. These are the teams that outperform.