Recently, I had the privilege of sitting down with Dr. Vrnda ‘V’ Boykin, a powerhouse in leadership and equity at HubSpot, and let me tell you—this conversation was next-level. Dr. V isn’t just talking about culture and equity; she’s showing us how these values can transform both our organizations and the bottom line in ways most leaders aren’t thinking about yet.
Now, I know what some of you might be thinking—culture and equity? Isn’t that just something for HR to handle? But if you’re not actively cultivating a company culture that prioritizes diversity, inclusion, and support, you’re not only ignoring a deeply human part of your organization, you're also leaving money, innovation, and long-term success on the table.
Dr. V’s insights made one thing crystal clear: creating an equitable and inclusive workplace isn’t just the right thing to do; it’s a game-changer for performance, employee engagement, and yes—profitability.
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We’re not just touching on theories or abstract ideas here. Dr. V’s insights on diversity, work-life balance, mentorship, and organizational culture offer actionable ways to foster a more inclusive, supportive, and ultimately more profitable work environment.
☝️ Watch our entire conversation! ☝️
So, what do we cover in this conversation? Here’s the breakdown:
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The Cash of Culture: Why diversity isn’t just a feel-good initiative, but a financial imperative that can boost your bottom line by 15-35%.
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Work-Life Balance in the Post-Covid World: How the collapse of work-life boundaries affects productivity, and simple steps your organization can take to restore balance and boost performance.
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Mentorship as a Game Changer: The statistics behind mentorship and why offering structured support can increase job retention and productivity—especially for women and marginalized groups.
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Building Support Systems for Sustainable Growth: How small, thoughtful adjustments like stipends for cleaning or meal delivery can make a huge difference in employee satisfaction and output.
By the end of this post, not only will you understand why culture and equity matter in today’s business world, but you’ll also have practical strategies you can start implementing right now. So grab your coffee, settle in, and let’s break this down.
Cash of Culture: Diversity Is Non-Negotiable for Success
Diversity isn’t just about doing the right thing or checking a box. It’s about hard data, real numbers, and financial outcomes that every business leader should care about. Dr. V brought some stats to the table that made me sit up straight: Companies with diverse teams see profitability increases of 15-35%. Now, if you’re anything like me, you’re thinking, “Who can afford to leave that much profit on the table?”
Here’s where it gets even more interesting: When women are included in the C-suite, profit gaps close by up to 21%. That’s real money we’re talking about.
The kind of change that can elevate your business to new heights. But when you leave diversity out, you’re not just missing out on profits—you’re potentially putting your products and services at risk. Without diverse voices in the room, you’re missing critical perspectives that affect your customers.
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Dr. V gave the example of airbags designed for average-sized crash test dummies. Guess what? Those airbags don’t always protect women or smaller-sized men effectively. So, the cash of culture isn’t just about dollars and cents; it’s about making smarter decisions that impact your entire business.
Put It Into Action
How can you start integrating diversity and inclusion into your organization to harness the cash of culture? Here are some actionable steps to consider:
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Start at the Top: Ensure you have diverse leadership at the highest levels of your organization. This isn’t just a token effort—it’s about bringing varied perspectives into decision-making.
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Audit Your Teams: Look at the makeup of your teams. Do they reflect the diversity of your customer base? If not, it’s time to make adjustments.
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Invest in Equity Programs: Whether it’s mentorship, training, or flexible benefits, invest in programs that support the growth and development of all employees, especially those from marginalized groups.
Honesty with yourself sets the stage for everything else. When you’re grounded in truth, you’ll find it easier to lead others and make an impact that truly aligns with your values.
Work-Life Balance in the Post-Covid World
The pandemic blurred the boundaries between work and home life, leaving many of us feeling like our days had no clear separation. If you’re like me, the transition to remote work meant emails and tasks started creeping into evenings, weekends, and even what used to be downtime. This constant availability can make it difficult to unplug and recharge, which is where burnout starts to creep in.
Dr. V made a compelling point about how this shift is affecting not just productivity but also employee morale. When work bleeds into every aspect of life, your team can’t perform at their best, and over time, it leads to disengagement. The truth is, productivity isn’t about squeezing every last second out of someone’s day. It’s about creating space for people to rest, recharge, and then come back stronger.
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The good news? You don’t have to redesign your entire operation to tackle this issue. Dr. V shared some surprisingly effective ways to give your team the breathing room they need, and it starts with setting clearer boundaries and designing work hours that allow people to actually disconnect. It’s not about working fewer hours—it’s about working smarter ones. When you support your team in setting those boundaries, you empower them to be more engaged, more focused, and ultimately, more productive.
Put It Into Action
You don't need to completely overhaul your entire way of doing business—you can get started with just a few strategic adjustments:
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Communicate Clear Expectations: Ensure that your team knows when it’s okay to disconnect. Establish firm boundaries around after-hours work and respect them.
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Encourage Digital Detox Days: Set aside specific days where your team can unplug from meetings or email and focus on deep work or personal time.
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Prioritize Flexibility: If your team members are more productive in the mornings or late afternoons, let them choose the hours when they feel most effective.
By implementing these steps, you’ll create an environment where work-life balance isn’t just a nice idea, but a real, sustainable practice.
A Structured Mentorship Approach Is How You Win
Dr. V emphasized that structured mentorship programs have tangible benefits: higher retention rates, improved employee satisfaction, and a surge in innovation. When organizations invest in mentorship, they create direct support channels that empower individuals to grow, navigate challenges, and feel more connected to their work. Mentorship isn’t just about guidance—it’s about creating a culture where every employee feels valued and equipped to succeed.
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Mentorship provides a direct line of support. It’s more than just teaching someone the ropes; it’s about creating a safe space for personal and professional growth. When people feel like they have someone in their corner—someone who’s invested in their success—they’re more likely to stick around, push themselves, and bring their best work to the table.
Dr. V emphasized that mentorship doesn’t happen by accident. It requires intention and structure. Simply assigning someone a mentor isn’t enough. To truly harness the power of mentorship, you need to create programs that are thoughtful, personalized, and tailored to the needs of each individual.
Put It Into Action
Building a successful mentorship program requires more than good intentions. Here’s how to take mentorship from “nice to have” to a real growth driver:
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Create a Structured Program: Design a clear framework for how mentorship pairs are chosen, how often they’ll meet, and what topics they’ll cover. Keep it organized but flexible.
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Match Mentors and Mentees Wisely: Don’t pair people randomly. Consider their strengths, goals, and work styles to make sure the relationship is mutually beneficial.
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Check in Regularly: A mentorship program isn’t “set it and forget it.” Make time to evaluate its effectiveness and get feedback from participants to fine-tune as needed.
With the right structure, mentorship can be a game changer—not just for individual employees, but for your entire organization.
Building Support Systems for Sustainable Growth
Here’s a lesson that might surprise you: it’s often the small, thoughtful changes that make the biggest difference in your team’s performance. Dr. V shared some powerful insights about how little perks like offering stipends for cleaning services, meal deliveries, or even mental health support can significantly boost employee morale and productivity.
Think about it—when people aren’t weighed down by the stress of everyday life, they have more mental space to focus on their work and be creative. It’s not about pampering employees; it’s about removing barriers that get in the way of their best work. And when you do that, you’re setting your team up for long-term success.
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These support systems don’t just make life easier for your team; they foster a workplace where people feel cared for and supported, which, in turn, makes them more invested in the company’s mission. That’s how you build loyalty, engagement, and a positive work culture.
Put It Into Action
Ready to build a more supportive environment for your team? Here are some small but impactful ways to start:
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Offer Flexible Benefits: Consider providing stipends for services that help ease the stress of everyday life—cleaning, meal services, or even childcare support. These perks show your team you care about their well-being beyond the office.
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Support Mental Health: Ensure your team has access to mental health resources like counseling or wellness programs. Prioritize this as much as you would any business strategy.
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Create a Safe Space: Foster a culture where people feel comfortable sharing when they’re overwhelmed or need support. Open communication is key to sustainable growth.
When you build systems that support your team’s well-being, you’re investing in their long-term growth—and the growth of your business.
Your Intention Is Required as a Leader, Get to Work
The conversation with Dr. V brought home a powerful truth: leadership isn’t just about hitting performance metrics or managing day-to-day tasks. It’s about the intentional work of building environments where diversity, equity, and inclusion aren’t buzzwords—they’re the foundation for how we lead, mentor, and grow our teams. The strength of your organization depends on how deeply you embed these values into your leadership approach, your culture, and the support you offer your people.
So where do we go from here?
The path forward starts with taking ownership. As leaders, it’s our responsibility to create a space where everyone—regardless of background or identity—feels empowered to contribute and excel. This means examining your organization from the inside out. Are you fostering a culture where diverse perspectives can flourish? Are you creating opportunities for mentorship and growth that reach beyond the usual suspects?
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The real work isn’t about big, sweeping changes overnight. It’s about committing to the steps that make your culture stronger every day. It’s about holding yourself accountable to building an organization that reflects the values of inclusion, support, and opportunity for all.
If you want to have a conversation about what that looks like for you, I'm here. Whether it’s through the Beyond Your Default community, the upcoming Superhuman Framework course, or just some good old-fashioned conversation, let’s make it happen.
George B. Thomas
