Culture Shock: Why Leaders from Marginalised Backgrounds Face an Uphill Battle in Changing workplace Culture.

And how to make the process less lonely

You’ve stepped into leadership—congratulations! But within days (maybe even hours), you’re hit with the look. The unspoken expectation that you, the new leader, are here to "fix" everything. The culture, the morale, the mysterious divide between teams - oh, and while you're at it, make sure everyone feels valued and included. No pressure.

For leaders from marginalised backgrounds (Those of us who hold one or more of the nine protected characteristics under the Equality Act 2010) the challenge of shaping workplace culture comes with an extra layer of complexity. Because while others may see a “generally fine” culture that just needs a tweak, you see the hidden fractures - the microaggressions, the systemic barriers, the casual exclusion that no one else even seems to notice.

So the question is: how do you change a culture when half the people in it don’t even realise there’s a problem?

The Heavyweight of Responsibility

New leaders often inherit a mess they didn’t make; low morale, siloed teams, outdated ways of working. The pressure to own and overhaul the culture can be overwhelming, and when you're from a marginalised group, that weight feels even heavier.

🔹 You might be the first—the first Black headteacher/CEO, the first openly LGBTQ+ senior leader, the first leader with a visible disability in your setting.

🔹 You may feel a responsibility to ‘prove’ yourself—not just as a leader, but as a representative of your community.

🔹 You notice things others don’t—like how certain staff members are always talked over in meetings, how "banter" sometimes veers into bias, how policies that look fair on paper don’t actually create fair outcomes.

And yet, if you raise these issues too soon, too directly, or without the "right" level of diplomacy, you risk being labelled 'difficult' or 'too focused on diversity' instead of just 'a good leader.'

Beyond the Staff Survey: How to Really Gauge Workplace Culture

Most organisations love a good staff survey. And while they can be useful, they rarely capture the full picture—especially when those experiencing the worst of a toxic culture don’t feel safe enough to be fully honest.

So how else can you assess the real state of your workplace culture?

1. Walk the Space, Observe the Interactions

👀 Are people actually using shared spaces, or do certain staff avoid communal areas?

👀 Are meetings inclusive, or do the same voices dominate?

👀 What’s the body language between colleagues? Forced politeness? Genuine ease?

2. Listen for the Unsaid

🎧 Who speaks up in meetings, and who stays silent?

🎧 Do people feel able to challenge ideas, or is there an undercurrent of fear?

🎧 What jokes are made? Are they inclusive, or are they just on the edge of acceptable?

3. Look at Who Leaves and Who Stays

📉 Are certain groups (e.g., women in leadership, ethnic minorities, disabled staff) leaving at higher rates?

📉 Are there patterns in who gets promoted and who stays stuck?

This silent data tells you more than any staff survey ever could.

Culture Change is a Leadership Responsibility—But Not Yours Alone

The truth is, shaping workplace culture isn’t a solo job—or at least, it shouldn’t be. Yet too often, leaders; especially those of us who are given the mantle of 'trailblazers' feel like they have to single-handedly transform the environment while also navigating resistance, scepticism, or outright hostility.

So where’s the support?

✅ Senior leadership & governance: Are they actively engaged, or are they expecting you to "sort it out"?

✅ Line managers & middle leaders: Are they on board with change, or quietly upholding the status quo?

✅ Your own support system: Who’s coaching you through this?

Want to Dig Deeper? Here’s Where to Start.

If this resonates, you’re not alone...and you shouldn’t have to figure this out alone either. That’s why I created The Unmasked Leadership Collective (ULC), a dedicated space where leaders from marginalised backgrounds can talk honestly about the real challenges of leadership—without the pressure to dilute or over-explain their experiences.

If you’re ready to explore these challenges in a supportive community with leaders who truly get it, The Unmasked Leadership Collective is where the conversation continues. And if you want more personalised guidance on navigating workplace culture and leading with confidence, my one-to-one coaching offers the space to go even deeper.

In the meantime, I’ve put together a free resource for subscribers:

📌 A Guided Walk-Through of Your Workplace Culture—a practical tool to help you see your workplace with fresh eyes, ask the right questions, and identify key culture indicators.

🔗 Sign up here to get your copy.