By
Matthew Hearfield
October 8, 2025
Updated
October 8, 2025
.png?width=664&height=332&name=Podcast_Blog%20Feature%20image%20(5).png)
In this episode of The STEM Career Coach, host Donnie Maclary welcomes Jonathan Stutz, former diversity leader at Microsoft and Amazon, to explore how inclusive leadership can transform STEM workplaces. With decades of experience and a deeply personal journey rooted in social justice, Jonathan shares actionable insights for building cultures of belonging in technical environments.
Stream the full episode here:
Inclusive leadership starts with intentional relationships
Jonathan believes that inclusive leadership begins with consistent, meaningful one-on-one conversations. He recommends scheduling regular check-ins - either weekly or biweekly - not just to discuss performance, but to understand employees on a deeper level.
These meetings should explore personal goals, aspirations, and challenges. Jonathan shares how one of his early managers at Microsoft modeled this approach by asking about his reading habits, encouraging workouts, and even checking in on his relationship with his spouse. This holistic care helped Jonathan feel supported in a demanding environment and inspired him to lead with the same empathy throughout his career.
Culture change begins with pebbles
Jonathan introduces the metaphor of “dropping pebbles”, small actions that ripple outward to create cultural transformation. His manager’s care and mentorship were the first pebbles that shaped Jonathan’s leadership style. By modeling empathy and connection, leaders inspire others to do the same, creating a wave of positive change. Jonathan emphasizes that this ripple effect is how high-performance teams are built: not through grand gestures, but through consistent, intentional care for the people you lead.
Call in, don’t call out
Navigating uncomfortable conversations is part of leadership, especially in diverse teams. Jonathan advocates for “calling in” with compassion rather than “calling out” with criticism. He introduces the “pause button” as a tool to slow down fast-paced meetings and create space for reflection. Donnie shares his own experience of learning to interrupt less and listen more, using gentle feedback to help others grow. Jonathan agrees, noting that writing down thoughts and waiting your turn shows humility and respect. This approach fosters a culture where feedback is welcomed and growth is continuous.
Vulnerability builds loyalty
One of Jonathan’s most powerful insights is that leaders don’t need to be perfect—they need to be real. He shares how vulnerability creates psychological safety, allowing team members to open up about personal challenges. Whether it’s a sick parent, a new baby, or a tough commute, leaders who ask “Are you really okay?” and wait in silence create space for honesty and connection. Jonathan recounts how buddy systems at Microsoft and Amazon helped him feel supported in unfamiliar roles, and how showing empathy builds loyalty, creativity, and long-term commitment.
Key takeaways
-
Inclusive leadership begins with regular, meaningful one-on-one conversations that show genuine care for employees’ personal and professional lives.
-
Small, consistent acts of empathy and connection—“dropping pebbles”—create ripples that transform team culture and build high-performance environments.
- Creating a culture of “calling in” with compassion and using tools like the pause button fosters respectful dialogue and growth, especially during difficult conversations.
- Diversity must be embedded into every business function, from hiring to training to customer service, because it drives innovation, cultural relevance, and team performance.
- Leaders who show vulnerability and ask “Are you really okay?” build trust, psychological safety, and long-term commitment from their teams.
Article and quotes have been edited for brevity and clarity.
