An organisation may recruit people from different backgrounds and celebrate diversity externally, while continuing to reward only one way of thinking, communicating, leading, or succeeding internally. People are invited into the building, but they are still expected to adapt to norms that were never designed with them in mind. The result is a subtle and an important contradiction. We tell people they belong, yet we continue to evaluate success through a narrow set of expectations that reflect the existing culture rather than embracing the diversity we claim to value. I think this is not simply a question of fairness, it’s also a leadership challenge. If organisations genuinely want the benefits associated with diversity, for example, better decision-making, greater innovation, and stronger problem-solving, then they must create environments where different perspectives can be expressed without requiring people to leave part of themselves at the door.