Inclusive Leadership is the Future of Public Health

Stronger leadership means healthier communities—especially for those too often left behind.

Not everyone in the U.S. has the same chance at good health——and that’s a problem we can’t ignore. Many minority communities, especially Black and Hispanic populations, face higher rates of chronic disease (e.g. high blood pressure, diabetes, obesity), less access to quality healthcare, and worse health outcomes overall. These disparities are not random—they are shaped by systems, policies, and decisions made over time.

Public health leadership can play a major role in shaping those systems. When public health leaders don’t reflect the communities they serve, it becomes harder to create programs that actually meet people’s needs.

On the other hand, when leadership reflects the people it serves and actively prioritizes equity, it can help build trust and create real change.

Recent studies show that traditional top-down leadership approaches don’t work well for today’s public health challenges. Instead, leadership that is inclusive—where leaders actively engage with and earn the trust of diverse communities—is key to creating a stronger and more resilient public health system (Frontiers). This idea also ties into one of Beacon Public Health’s courses offered through the Public Health Impact Academy, which focuses on community engagement. One key principle of the training is that you can’t truly engage a community if leadership doesn’t value inclusion and equity first.

What Contributes to the Issue?

Health inequities are driven by more than just individual choices. They are influenced by social determinants like income, education, housing, and access to healthcare. But another major factor is who holds power and makes decisions.

Right now, many healthcare and public health leadership roles are not as diverse as the communities they serve. For example, women make up about 70% of the global health workforce but hold only about 25% of senior leadership roles—and even fewer positions are held by women from racial and ethnic minority groups (PubMed). This can lead to decisions that don’t fully consider the needs of minority populations. Improving diversity, equity, and inclusion in the health workforce can actually lead to better health outcomes and stronger organizations (Springer Link).

Real-World Example

A 2024 study in BMC Public Health emphasizes that community health improvement efforts are most effective when they are inclusive and involve cross-sector collaboration, especially when addressing social determinants of health (PubMed). A prime example was during the COVID-19 pandemic. Many minority communities experienced higher infection and death rates. One major reason was a lack of trust in health systems and limited access to culturally appropriate information. However, in areas where public health leaders partnered with community organizations, churches, and local leaders, outcomes improved. These partnerships helped deliver messages in culturally relevant ways and increased participation in testing and vaccination programs.

This shows that leadership that values inclusion can directly impact real-world health outcomes.

What Can Be Done?

The good news is that inclusive leadership is something we can build and improve over time.

For Public Health Professionals:

• Build cultural competence: Understand the values, beliefs, and challenges of the communities you serve.

• Promote diverse leadership pipelines: Support mentorship and career growth for underrepresented groups.

• Use equity frameworks: Apply equity centered approaches to ensure policies and programs address disparities. 

• Engage communities as partners: Work with communities, not just for them.

  
  

For Community Members :

• Stay informed about health issues affecting your community

• Participate in local health programs and discussions

• Advocate for equitable policies and leadership

• Support organizations that prioritize inclusion and equity

Call To Action: 

Public health needs leaders who reflect the communities they serve—and communities who are willing to speak up and stay engaged.

If you are a public health professional, commit to leading with equity. Challenge systems that create barriers and support efforts that uplift diverse voices.

If you are a community member, your voice matters more than you think. Get involved, ask questions, and advocate for change.

Inclusive leadership isn’t just about being fair—it actually leads to better health outcomes.

When leaders listen, understand, and include different perspectives, they can create solutions that work for more people.

Public health systems that focus on equity and inclusion are more effective and better prepared to handle health challenges (Frontier). If we want healthier communities, we need leaders who are willing to learn, listen, and lead differently.

The Public Health Impact Academy (PHIA) provides dynamic evidenced-based training designed to equip public health professionals with the knowledge, skills, and strategies needed to drive meaningful change and improve health outcomes in all communities.https://www.beaconpublichealth.com/phia.

Check out our educational resources on our website at www.beaconpublichealth.com to help educate and inspire positive behavior change. Let’s continue the conversation on social media. 

Instagram | Facebook | LinkedIn: @BeaconPublicHealth 

About the author: Ariana Midgette, a recent graduate from Morgan State University with a degree in Health Education with a concentration in Health Administration. She is passionate about enhancing healthcare access and utilizing effective leadership to improve service delivery for diverse communities. With a solid foundation in healthcare systems and management practices, Ariana is poised to make a meaningful impact in the field.

References: 

• Adesina, I., Joham, A. E., Hamad, N., Pincha Baduge, M. S. D. S., Garth, B., Nguyen, T. V., & Boyle, J. (2025, September 30). Intersectionality in healthcare leadership: A scoping review on the career experiences of racially and ethnically minoritised women health professionals. International journal for equity in health. https://pmc.ncbi.nlm.nih.gov/articles/PMC12487624/  

• Gichane, M. W., Griesemer, I., Cubanski, L., Egbuogu, B., McInnes, D. K., & Garvin, L. A. (2024, September 25). Increasing diversity, equity, and inclusion in the Health and Health Services Research Workforce: A systematic scoping review - journal of general internal medicine. SpringerLink. https://link.springer.com/article/10.1007/s11606-024-09041-w  

• Hatton, R., Kale, R., Porter , K., & Mui, Y. (2024, January). Inclusive and intersectoral: community health improvement planning opportunities to advance the social determinants of health and health equity. National Library of Medicine. https://pubmed.ncbi.nlm.nih.gov/38218785/   

• Magana, L., & Benjamin, G. C. (2026, April 1). Now more than ever: Building a resilient public health future through inclusive leadership. Frontiers. https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2025.1642510/full