Have you ever walked out of a meeting convinced you understood exactly what your team needed, only to realize later that you had filled in the blanks with your own assumptions? That happens in legal departments all the time. In house lawyers move quickly, solve problems under pressure, and often pride themselves on sound judgment. But judgment can quietly turn into assumption, and assumption can block inclusion before anyone notices it. In fact, genuine leadership in legal settings must be inclusive, which means practicing inclusive legal leadership by setting aside assumptions to make room for every voice.
That idea came through clearly in a conversation hosted by Olga Mack and Memme Onwudiwe with Niti Nadarajah, a former in house legal leader who now works as an executive coach and DEI consultant. Niti’s message was refreshingly practical: assume less, ask more. It is simple advice, but for leadership that aspires to inclusivity, the legal department should focus on inclusivity at every level, which is the essence of inclusive legal leadership. It can change how teams hire, develop talent, run meetings, and think about fairness across the business.
Watch the full conversation with Niti Nadarajah, co hosted with Memme Onwudiwe here:
Why Inclusive Legal Leadership Starts With Curiosity
Why Inclusive Legal Leadership Starts With Curiosity
One of the strongest points Niti raised is that diversity, equity, and inclusion work does not start with a policy. It starts with curiosity. Legal leaders do not always need a new framework. Sometimes they simply need better questions and a more open mind, just as inclusive legal leadership strategies prioritize curiosity.
Some people keep progressing while others are consistently overlooked. Some get high-visibility work, while others are judged as not ready without clear evidence. Those patterns can be uncomfortable to examine, but that discomfort is often where better leadership begins. Moreover, teams that focus on inclusive legal leadership may help break these patterns.
In house counsel are well placed to notice these issues because legal teams often see across departments, people decisions, and workplace systems. The job is not to assume the answer. It is to stay curious long enough to see the real issue, which is also a pillar of inclusive legal leadership in practice.
Sponsorship Changes Careers
Niti also highlighted something many organizations still underestimate: sponsorship. Good intentions matter, but careers do not move forward on good intentions alone. People advance because someone speaks for them in rooms where decisions get made. In fact, true legal leadership, when it’s inclusive, amplifies the power of sponsorship.
That matters especially for diverse talent. Lawyers from underrepresented backgrounds often do excellent work but are less likely to benefit from informal networks or quiet advocacy. As a result, some people are seen and promoted more easily than others. This is why inclusive legal leadership makes sponsorship such a vital tool for equity.
For legal leaders, sponsorship is not a grand gesture. It is a consistent practice of noticing strong contributors, mentioning their names when opportunities arise, and backing their potential when it is questioned. That is one of the clearest ways senior lawyers can support inclusion in a meaningful way, and it is at the heart of inclusive legal leadership.
Assume Less, Ask More
The most practical takeaway from Niti’s conversation is one legal teams can use immediately. Start by asking more questions before making decisions about people, culture, or performance. Find out what support someone actually needs. Look closely at whether hiring keeps drawing from the same backgrounds every time. Consider whether team culture rewards only one style of confidence or communication. It also helps to examine whether meetings and systems truly work for different kinds of people. This approach fosters a culture of legal leadership that is genuinely inclusive, which is the core of inclusive legal leadership.
This approach makes legal teams stronger, not softer. It improves judgment, reduces blind spots, and builds trust. Inclusion does not start when a company launches a big initiative. It starts in ordinary moments when leaders choose curiosity over assumption. For in house lawyers, that choice can shape not only a better team, but a better business too, and it’s the foundation for leading with inclusion in legal leadership.
Watch the full conversation here: Notes to My (Legal) Self: Season 12, Episode 6 (ft.Niti Nadarajah, co hosted with Memme Onwudiwe)
Join the Conversation
At Notes to My (Legal) Self®, we’re dedicated to helping in-house legal professionals develop the skills, insights, and strategies needed to thrive in today’s evolving legal landscape. From leadership development to legal operations optimization and emerging technology, we provide the tools to help you stay ahead.
What’s been your biggest breakthrough moment in your legal career? Let’s talk about it—share your story.
