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In my mentoring sessions with immigrants from around the world, I often hear the same story, told with different details. A talented individual joins a new workplace, eager to contribute, only to feel left out of the loop. One mentee recently told me, “I’m doing the work, but it feels like my colleagues are always one step ahead. They’re included in meetings I’m left out of, and they seem to have a connection with management that I just don’t.” His concern? That being “local” gives his colleagues an edge.

These stories raise important questions: What does it really mean to belong in a workplace? Are we giving everyone a fair chance, or are we unknowingly building barriers based on shared backgrounds and biases? When we don’t take active steps to include everyone, we risk losing valuable perspectives—and valuable people.

The Reality of Workplace Dynamics

It’s easy to feel like an outsider when you’re not part of the in-group. Familiarity can breed comfort, but it can also breed exclusion. For immigrants, this can mean missing out on critical opportunities simply because they don’t share the same cultural cues or connections. And while hard work is essential, it isn’t always enough when the playing field isn’t level.

This isn’t just an individual problem; it’s an organizational one. By not actively embracing diversity, we limit our capacity for innovation and miss out on the full potential of our teams. A workplace that thrives on inclusivity is one that harnesses the strength of diverse perspectives and experiences, creating a richer, more dynamic environment for everyone.

Challenging Our Assumptions

If we look closely, we might notice our own biases at play. Do we naturally gravitate toward those who look, sound, or think like us? When we overlook individuals simply because they’re not part of the familiar circle, we’re not just being unfair—we’re being shortsighted.

Research shows that inclusive teams are more productive and engaged. When we bring in voices from different backgrounds, we unlock creativity and foster a culture of trust. It’s time to move beyond comfort zones and challenge our assumptions about who “fits in” and

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