Alright – so today we’ve got the honor of introducing you to Amy Waninger. We think you’ll enjoy our conversation, we’ve shared it below.

Alright, Amy thanks for taking the time to share your stories and insights with us today. Do you have any thoughts about how to create a more inclusive workplace?

Creating a more inclusive workplace starts with intentionality. We often assume our networks and environments are diverse, but when we take a closer look, we realize there’s significant room for improvement. One simple yet powerful step leaders can take is actively seeking diverse perspectives. This doesn’t happen by default; it requires conscious effort.

Inclusive leadership isn’t just about representation at the top; it’s about fostering an environment where every team member feels valued and empowered to contribute. In my work with organizations, I’ve seen firsthand how inclusive cultures drive innovation, improve employee engagement, and ultimately create a sustainable competitive advantage.

Practical Steps for Fostering Inclusion:

1. Assess Your Current State: Start by honestly evaluating your organization’s culture. Use tools like the Spectra Diversity Inclusion Assessment to gain insights into both organizational and individual perspectives on inclusion.

2. Develop Inclusive Leaders at All Levels: Inclusive leadership shouldn’t be limited to the C-suite. Provide training and development opportunities for employees at every level to build inclusive leadership skills.

3. Expand Your Network Intentionally: Challenge yourself and your team to connect with people outside your usual circles. This not only broadens perspectives but also opens up new opportunities for collaboration and growth.

4. Create Safe Spaces for Dialogue: Encourage open conversations about diversity and inclusion. These discussions may be uncomfortable at first, but they’re essential for creating lasting change.

5. Measure Progress and Adjust: Regularly assess your inclusion efforts and be willing to adapt your approach based on feedback and results.

Remember, building an inclusive workplace is an ongoing journey, not a destination. It requires continuous effort, learning, and adaptation. By committing to this process, we can create environments where all employees feel valued, engaged, and empowered to contribute their best work.

Awesome – so before we get into the rest of our questions, can you briefly introduce yourself to our readers.

I’m the Founder and CEO of Lead at Any Level, a company dedicated to building diverse leadership bench strength for organizations seeking a sustainable competitive advantage. My path to this work was anything but linear, which I believe gives me a unique perspective on career development and inclusive leadership.

I started my career in Information Technology back in 1999, right in the midst of the Y2K frenzy. Those early years were marked by booms and busts in the tech sector, and I faced numerous layoffs – including one when I was six months pregnant. These experiences taught me the critical importance of expanding both my skill set and my network to effectively manage my career.

Eventually, I found my way into the insurance industry as an IT manager. It was there that I had a pivotal moment in my career. When my employer launched a new Office of Diversity & Inclusion and hired a Chief Diversity Officer, I became fascinated with this work. I saw so much purpose and possibility in it, and I constantly asked myself, “What can I do to make our workplace more equitable? How can one person make a difference?”

Seeking answers to these questions led me to write my first book, “Network Beyond Bias: Making Diversity a Competitive Advantage for Your Career.” This book became the foundation for Lead at Any Level, which I founded in 2017.

At Lead at Any Level, we provide assessments, advisory services, and leadership development programs for organizations that are committed to advancing inclusion in their workplaces. We’ve had the privilege of serving clients and audiences on all seven continents, including Antarctica!

What distinguishes our approach is our focus on practical, actionable strategies for creating inclusive environments. We don’t just talk about diversity and inclusion in abstract terms – we provide concrete tools and techniques that leaders at all levels can implement immediately.

I’m particularly proud of our work in transforming what some might call reclusive “nerds” into inclusive leaders. This speaks to my own background in IT and my belief that everyone, regardless of their role or natural inclinations, can develop the skills to lead inclusively.

I hold several certifications, including Certified Diversity Professional (CDP), Certified Diversity Executive (CDE), and IDI Qualified Administrator. I’m a Gallup-Certified Strengths Coach, a Prosci Certified Change Practitioner, and am licensed in DiSC and Emotional Intelligence (EIQ) assessments.

I’ve been named a Top 100 HR Influencer globally for five consecutive years, which I see as a testament to the impact of our work.

For those considering working with Lead at Any Level, I want you to know that we’re committed to creating lasting change. We don’t offer quick fixes or surface-level solutions. Instead, we work with organizations to build a culture of inclusion from the ground up, empowering leaders at every level to contribute to this important work.

Our approach is data-driven and results-oriented. We use tools like the Spectra Diversity Inclusion Assessment to gain insights into both organizational and individual perspectives on inclusion. This allows us to tailor our strategies to your specific needs and challenges.

I believe that by fostering inclusive environments, companies can unlock the full potential of their workforce, drive innovation, and achieve better business outcomes.

How’d you build such a strong reputation within your market?

My reputation in the diversity, equity, and inclusion (DEI) space has been built on authenticity, practical strategies, and consistent engagement. By sharing my personal journey and providing actionable tools, I connect with leaders seeking tangible ways to foster inclusivity. My commitment to continuous learning and empowering others has helped me build a global network, while innovative frameworks like those in my books set my work apart. Ultimately, it’s about delivering value and making a real impact in people’s lives and organizations.

How do you keep your team’s morale high?

To manage a team effectively and maintain high morale, start by fostering an inclusive environment where every member feels valued and heard. Set clear expectations and goals so that team members understand their roles and contributions. Provide regular feedback and recognition to reinforce positive behaviors, while empowering your team with autonomy to make decisions. Invest in professional development opportunities to encourage growth, and promote work-life balance to prevent burnout. Lastly, communicate openly, address conflicts promptly, and lead with empathy to build trust and strengthen team bonds.

Contact Info:

• Website: https://leadatanylevel.com
• Instagram: https://instagram.com/leadatanylevel
• Facebook: https://facebook.com/amycwaninger OR https://facebook.com/leadatanylevel
• Linkedin: https://linkedin.com/amycwaninger OR https://linkedin.com/company/leadatanylevel
• Youtube: https://youtube.com/c/leadatanylevel

Image Credits

Lori Cardwell Photography