Representation Isn’t Just Important—It’s Everything
Let’s get something straight (pun absolutely intended): Representation isn’t a “nice-to-have.” It’s a must-have.
We all want to see ourselves reflected in the world around us—on screens, in leadership, in our workplaces. Not as a token. Not as a stereotype. But as real, nuanced, human people.
And when we don’t? It sends a message: You don’t belong here. That’s the power of representation. It affirms identity. It expands possibility. It creates safety. And when it’s missing, the silence speaks volumes.
🧠 Representation = Visibility = Possibility
We’ve all heard the saying: “You can’t be what you can’t see.” But this isn’t just about career inspiration—it’s about identity validation.
When people see someone like themselves in a position of influence, authority, or visibility, it sends a message:
You’re not alone.
You’re not the exception.
You’re allowed to exist fully here.
And when they don’t see that? It’s isolating. It’s demoralizing. It reinforces the feeling that they have to change who they are to succeed.
That’s why representation isn’t just optics—it’s oxygen.
📉 The Cost of Being Unseen
When people don’t feel represented, they don’t feel safe. And when people don’t feel safe, they:
Check out
Opt out
Burn out
Leave
That’s not just sad—it’s expensive. High turnover, disengagement, and talent loss are often directly tied to exclusion.
Representation isn’t about political correctness. It’s about retention, innovation, and workplace culture.
💼 This Matters at Work (A Lot)
Think of your org chart. Your boardroom. Your leadership team. Your website. Your marketing. Your employee resource groups.
Now ask:
Who’s not represented?
Who’s never been represented?
Who’s only visible when it's a “heritage month”?
If the only time people from historically excluded groups get the spotlight is during Pride, Black History Month, or International Women’s Day—you’re not being inclusive. You’re being seasonal.
Representation must be consistent, intentional, and embedded—not performative or periodic.
🧩 Representation Is More Than a Headcount
Yes, representation starts with who’s in the room. But it goes further:
Are they heard?
Are they empowered?
Are they safe?
Are they the only one?
Are they able to contribute?
Do they have authority?
You can’t just invite someone to the table and then expect them to assimilate. Real representation means making space for difference—and making sure difference is valued.
📣 It’s Not About Diversity Quotas. It’s About Equity
Let’s not reduce this to “diversity hires.” That framing is lazy and offensive.
This is about:
✅ Fair access
✅ Equitable systems
✅ Removing barriers
✅ Reflecting the world we live in
Representation happens when equity is present—and sustained.
🛠️ What Organizations Can Do
So how do we get representation right? Here’s where to start:
🔍 Audit who is (and isn’t) present across all levels
📊 Collect and analyze identity-based data (safely and ethically)
🧠 Train hiring managers and leaders on bias and inclusive decision-making
📢 Elevate voices from marginalized communities—don’t speak over them
🛠️ Fix the structures, policies, and habits that keep your org homogeneous
👥 Mentor and sponsor underrepresented talent into leadership roles
💥 The Bottom Line
Representation isn’t just about making people feel good. It’s about telling the truth—about who we are, what we value, and who gets to belong. It impacts identity, safety, opportunity, and performance. People need to see that there’s a place for them. That they can lead. That they can succeed without shrinking themselves.
So stop asking, “Do we have to?” and start asking, “Why haven’t we yet?” Because when people see themselves reflected, they don’t just show up—they soar.
Learn more about Michael’s speaking topic, You Can’t Be What You Can’t See: Why Representation Matters.