Just Get On With It

On the episode 53 of Why Care?, I had the pleasure of sitting on the sofa with the talented Robert Taylor, a renowned photographer whose work is held in collections including the National Portrait Gallery, the V&A, and numerous Oxbridge colleges. We touched on the fluidity of beauty standards (through the lens of his recent pioneering project Permissible Beauty), the role of representation in shaping identity, and the ways different individuals navigate their differing diversity characteristics (e.g. gender, race) in professional spaces, from “just getting on with it” to being “very much in for the battle”, as Robert put it.

That last point got me thinking about how individuals, leaders, and workplaces respond to difference. Let’s explore.

How not to approach diversity

Most of the time, people - or even entire work cultures - aren’t deliberately exclusionary. And yet, navigating race, gender, disability, and other identity markers at work remains a topic that can sometimes intimidate us.

Britain’s workplace culture still draws heavily from a legacy of stoicism - an echo of the WWII-era slogan “Keep calm and carry on”, which once served as a source of collective strength. But for many people from underrepresented backgrounds, “carrying on” means, as Robert put it, learning to “just get on with it”. Many are taught to keep their heads down, work hard, and avoid rocking the boat as a protective mechanism - especially when the discrimination isn’t overt. But although this avoidant approach feels safer now, it isn’t sustainable or conducive to growth.

On the flip side, those in leadership positions, though having good intentions, may hesitate to say the wrong thing and sometimes choose silence instead. But that silence can be just as harmful. It leaves those on the receiving end of bias or exclusion feeling invisible or unsupported.

How can workplaces create space for difference?

During the episode, Robert explains, “It’s also my responsibility to make space for frank, open, and respectful dialogue about things that people might be frightened to talk about.” Yet, it’s important to remember that creating the psychological safety essential for these conversations starts with a shared understanding that team members are navigating this together: us vs. the problem - not me vs. you.

From my experience working with organisations on their Diversity, Equity, and Inclusion (DEI) efforts, lleaders often worry that honest conversations might undermine professionalism. But true professionalism is rooted in mutual respect - and that respect deepens when we lean into the harder, uncomfortable conversations that build a renewed sense of appreciation.

As is often the case, leadership must set the tone for this cultural shift. Psychological safety isn’t built overnight; it’s built over time through trust, transparency, and consistency.

Here are some actionable steps leaders can take to foster this environment:

• Go first. As I explore in Beyond Discomfort, “relinquish the deep desire to feel competent and be right” (p. 102).

• Give yourself grace. It’s okay not to have all the answers as a leader.

• Reframe frank dialogue. It’s not a breach of professionalism but an opportunity to deepen appreciation and understanding.

• Ask targeted questions. For example: “How can you create an environment where people know you are open to possibilities and feel safe to share?” (p. 68)

You can find more transformative prompts like these in my book, Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it).

How can Avenir help?

At Avenir, our Inclusive Leadership Programme equips leaders with the tools they need to foster inclusive workplaces.

My book, Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it), is also an invaluable resource for learning how to harness discomfort as a catalyst for positive change and greater returns. You can get your hands on a copy of the book here. It is also available as an audiobook to listen to on the go.

You can also access more episodes of Why Care? here.