Over the years, people have often called me a “story collector.” As a former journalist, I wear that title proudly.  This podcast is an extension of that. Read the full blogpost here.

Episode 1: On purpose, inclusive leadership & belonging at work

Welcome to the first episode of The Good Comms Podcast!
Inclusive leadership isn’t about titles—it’s about behaviors that foster belonging, equity, and inclusion in our workplaces. But what does that look like in action?

In this episode, I explore:

• What inclusive leadership really means
• Why it’s essential in today’s diverse, dynamic, and dispersed world
• The ACES framework – four key elements of belonging at work (Authenticity, Care, Empowerment, Support)
• Practical ways to start leading inclusively today

Episode highlights & timestamps
[00:00:00] Introduction – Why I started The Good Comms Podcast
[00:02:11] About Me – From journalism to inclusive leadership
[00:03:51] Defining Inclusive Leadership – It’s about behaviors, not titles
[00:04:35] Why Inclusive Leadership Matters – The business and human case
[00:08:21] Introducing the ACES Framework – 4 elements of belonging at work
[00:11:20] How to Start Leading Inclusively – Practical steps you can take today

Resources & links
🔗 Listen & subscribe: https://goodcomms.podbean.com/
🔗 Connect with me on LinkedIn
🔗 Visit my website: goodcomms.nl

Let’s build thriving cultures and impactful futures together.

[00:00:00] Hello and welcome to the Good Comms podcast, the podcast where we explore the power of inclusive leadership and communication and shine a light on individuals who are committed to creating a sense of belonging and building a better, more equitable world.

[00:00:37] I’m your host, Chared Verschuur, Inclusive Leadership and Communication Consultant, and I’m thrilled to have you join me for this very first episode.

[00:00:46] In this episode, I will share with you the purpose of this podcast, a bit about me, what inclusive leadership means, a quick guide to belonging at work, and what you can expect in the next episodes.

[00:00:58] Let’s start with why I started this podcast. Over the years, underrepresented individuals have naturally gravitated to me to share their stories, even when I wasn’t seeking them out. One of my peers once called me the “story collector”. As a previous journalist, it’s a title I wear proudly. This podcast is an extension of that.

[00:01:23] It’s about highlighting the inspiring work being done by individuals who might not always have the platform they deserve. And in a time when negative news, divisive narratives, and bullish forms of leadership seem to dominate, I wanted to create something positive and hopeful. A space where we not only celebrate those already making positive change, but also learn actionable insights from them. So that, hopefully, there will be more of them in the world.

[00:01:53] As Jeffrey Pfeffer wrote in his book The Seven Rules of Power, “If you want power to be used for good, more good people need to have power,” and that’s a world I’m hoping to help create. And isn’t that what we need more of right now? Leaders who use their power for good?

[Music up]

[00:02:11] And now, let me tell you a bit about me. Before I went into consulting, I worked in the publishing and media industry in the Philippines. A move to the Netherlands in 2007 allowed me to explore the field of communication. I spent many years in external communication, and ultimately found meaning in internal communication. I love working in the intersection of culture, values, community, and purpose, which are often experiencing change, crisis, or in need of clarity, and whose success or failure all boils down to a question of leadership.

[00:02:56] One of the most defining experiences I’ve had as in- house communication professional was being bullied at work. It reflected a toxic workplace culture that failed to prioritize a sense of belonging and dignity at work. That experience pushed me to question, how can we create workplace environments where individuals feel safe, seen, heard, and valued?

[00:03:21] This questioning eventually led me to research the concept of belonging at work. I wanted to understand what it takes to move beyond toxicity and create spaces where people can truly thrive. That research became the foundation of my work today.

[00:03:41] And that’s another purpose of this podcast. To show that inclusive leadership is something anyone can do. Who are inclusive leaders? You might ask.

[00:03:51] They create a sense of belonging across all forms of diversity and ultimately they create a more just, more representative, and less polarized world. It’s not easy, and doesn’t happen by accident, but there are no titles required, only the willingness to learn, the courage and patience to practice, and the humility to accept that you will not always get it right.

[00:04:17] At its core, inclusive leadership is about being intentional, noticing who’s being left out, listening to diverse perspectives, taking action to ensure everyone has the tools, opportunities, and support they need to succeed.

[00:04:34] Why does it matter?

[00:04:35] Because we live in a world that is more diverse, dynamic and dispersed than ever before, leaders who embrace inclusion are better equipped to navigate these complexities. The benefits are clear. Inclusive teams are more innovative, productive and engaged. Organizations with inclusive leaders are more likely to attract and retain top talent.

[00:04:59] Inclusive leadership can feel overwhelming if you don’t know where to start. But it doesn’t have to be. My job in this podcast is to give you the tools, frameworks, research findings, good examples, so you can practice inclusive leadership yourself.

[00:05:16] When we come back from our short break, I will share with you some findings from my research on workplace belonging and the four elements that create a sense of belonging at work. This will be the first tool I’m going to share in this podcast. So for now, I will turn up the music, which is created by my husband, while you get your pen and paper or digital notebook if that’s your preference.

[Music break]

[00:05:40]  Welcome back from our short music break. I hope you liked it. Got your writing materials? Let’s dive right in.

[00:06:11] So here’s what we know from research.

[00:06:14] Individuals who feel a sense of belonging at work are less likely to leave their jobs. They’re also more engaged, more productive, and more innovative. If you like to go into the numbers, a study found that a sense of belonging at work leads to a 56 percent increase in job performance, a 50 percent reduction in turnover risk, and a 75 percent decrease in employee sick days.

[00:06:39] Beyond these numbers, inclusion and belonging are about something bigger. They’re about creating spaces where people can be their full authentic selves, where they don’t have to hide parts of who they are to fit in because, apparently, 60 percent of employees cover or hide parts of their true selves at work.

[00:07:01] And what happens then? Can you think of the last place you inhabited where you felt a sense of belonging? Where were you and how did you feel? Did you feel like contributing more? And now think of a place where you were excluded. Where were you and how did you feel? Did you feel paralyzed? Did not want to contribute? Or would like to leave?

[00:07:40] This is also what happens in the workplace. Employees who don’t feel a sense of belonging reported more sick days and could not do their best work even if they wanted to. Actually, those I interviewed who had low levels of a sense of belonging left their jobs within a month after I interviewed them.

[00:08:01] On the contrary, employees who felt accepted for who they are, felt like doing more and could contribute all of their skills and all of their talents. And in a world that is dynamic, diverse, digital, and dispersed. Isn’t this exactly what we need?

[00:08:21] Another highlight of my research are the four elements of Belonging at Work. These are Authenticity, Care, Empowerment, and Support. Together, they form the ACES framework for Belonging at Work. These four elements are actionable, and I will take you through each of them.

[00:08:41] The first element of the framework is authenticity. Being real, even when it’s hard. People don’t connect with perfection. They connect with honesty. As a leader or a teammate, authenticity means showing up as yourself in a way that allows others to do the same. I’ve learned that authenticity can be created in spontaneous interactions, such as meeting each other at the water cooler. But it can also be designed in what I called ‘teaming events’ in my research. Team sessions using the Lego Serious Play methodology are a great way to encourage authenticity at work. If you’re interested in bringing this to your team, do reach out.

[00:09:25] The second element of the framework is care. Showing people they matter. Care isn’t about grand gestures. It’s about small, consistent acts. Check in with someone on your team who seems quiet. Remember someone’s birthday, or a milestone in their life. These moments create a sense of belonging. Flowers, handwritten cards, or welcome packs for new team members are tangible ways to show that you care.

[00:09:52] The third element of the framework is empowerment. Giving people the tools to shine. Empowerment is about creating opportunities for others to thrive. It could be a training program. Allowing them to work flexible hours. Giving them autonomy or the right computer software. It’s asking, what do you need to succeed? And then acting on it. Empowerment shows people that you trust them and see their potential.

[00:10:19] The fourth element of the framework is support. According to 90 percent of those I interviewed, their sense of belonging is connected with their relationship with their managers. In short, if their relationship was positive, they had a high sense of belonging. Those who experienced their relationship as negative had low sense of belonging scores. So if you’re a team leader or people manager, how visible are you? Does your team know where and how to reach you when they encounter a challenge? It’s not about fixing everything, it’s about being there for them and having their back. It’s also about having regularity of experience, like regular one on ones. And making sure that those experiences are positive.

[00:11:05] Authenticity, Care, Empowerment, and Support. Four actionable elements that can transform how you lead. You don’t have to do it all at once. Start small, choose one area this week to focus on, and let it grow from there.

[00:11:20] For more on the ACES framework, visit goodcomms.nl and download my free guide. Once you’ve tried it, let me know how it went. I’d love to hear from you.

[00:11:31] In the upcoming episodes, you can expect a mix of solo and interview episodes where you will meet leaders, changemakers, and experts who are already practicing inclusive leadership, creating a sense of belonging, and championing positive social impact. If you are one of them, please reach out. We’d love to hear your voice here.

[00:11:52] Thank you for joining me on this first episode of the Good Comms podcast. If you find it helpful, please subscribe, leave a review, or share it with someone who cares about creating a more inclusive future. If it sparked your curiosity about the work I do, I’d love for you to connect with me on LinkedIn or visit my website at goodcomms. nl for more information. You may also send me a message through chared at goodcomms.nl.

[00:12:22] Let’s continue the conversation and keep building thriving cultures and impactful futures together. Until next time, remember, inclusive leadership can be learned, and it starts with you. This is Chared Verschuur, podcasting for Good Comms.#