Can you name this role?

It's been a while since I last wrote an article, and this felt like a better way to spend my time instead of dissecting all the data around the recent U.S. elections.

Over the past few weeks, I've had the opportunity to speak externally on several topics that led me to an unexpected answer to a question I had been wrestling with for quite some time.

If you don't mind, I'd like to ask you to play along. Consider the requirements listed below for a particular role that is quite common. It doesn’t require any formal education, anyone can do it, and you don’t have to interview for the job.

I have intentionally left the title/role blank.

After reading the requirements, can you guess the title of the role?

Listening and Learning

Being a [BLANK] begins with truly listening to the experiences of others and seeking to understand their perspectives without judgment. This means engaging with the lived experiences of people from different backgrounds and educating yourself about their challenges, histories, and perspectives.

Self-Reflection and Awareness

Being a [BLANK] requires ongoing self-reflection. It’s about recognizing your own privileges, biases, and potential blind spots. [BLANK] are willing to confront these biases, understanding that everyone has unconscious beliefs that can impact how they interact with others.

Advocating Actively

True [BLANK] means stepping up to advocate for equity and inclusion. This can mean speaking up when you see injustice or discriminatory behavior, whether overt or subtle. It also involves advocating for policies, practices, and changes that promote a more inclusive environment.

Amplifying Voices

One of the most impactful ways [BLANK] support others is by amplifying their voices. This can be done by bringing attention to the ideas or contributions of those who might not otherwise have a platform or who may be overlooked in discussions. It’s about using your voice to ensure that others are heard.

Taking Responsibility and Being Accountable

[BLANK] are willing to hold themselves accountable. This involves accepting feedback and criticism, especially when missteps happen, and committing to making necessary changes. It also means holding others accountable in respectful and constructive ways, helping to build a culture where everyone is responsible for inclusivity.

Consistent Action

[BLANK] is not a one-time act; it’s a commitment to continuous action. This means consistently showing up and supporting others, even when it’s inconvenient or uncomfortable. [BLANK] are dedicated to fostering inclusivity and equity over the long term, creating sustainable change in their communities and workplaces.

Using Privilege to Create Space for Others

[BLANK] recognize that privilege, whether from race, gender, or position, can be used to make space for others. This involves creating opportunities for marginalized groups, supporting their leadership, and sometimes stepping back to let others lead.

This list represents the key aspects of being an ally or practicing allyship. I would argue that allyship and leadership, at their core, are grounded in similar principles: both require empathy, accountability, and a commitment to uplifting others.

Great leaders don’t simply direct or manage—they inspire trust, foster inclusivity, and prioritize the growth and well-being of their team members. When leaders act as allies, they build stronger, more resilient teams where individuals feel valued and empowered. This not only creates a positive environment but also drives innovation and productivity, as people are more willing to contribute their best ideas and perspectives when they know they’re in a space of trust and support.

Moreover, allyship as an act of leadership emphasizes the importance of listening and shared responsibility. Just as allies amplify voices and recognize diverse strengths, effective leaders also draw out the unique skills of each team member, making sure everyone has a seat at the table. They understand that true leadership means creating opportunities for others to shine and succeed.

By aligning allyship with leadership, organizations can cultivate a culture where inclusivity and empathy are foundational, not optional—leading to higher morale, stronger team cohesion, and a workforce that feels both supported and inspired to achieve collective success.

The question I mentioned struggling with was: What is the future of DEI (or DEIB, JEDI, etc.)?

What I realized was that this is not the right question.

The right question is: What is the future of leadership?