An integrationist approach to equity and justice work is ideal, yet almost every organization I encounter starts with an attempt at inclusion and inviting in with insufficient regard to the power differential embedded within that very invitation. With inclusion, teams run the risk of tokenism if they aren’t also doing the intentional work on how to identify, listen to, and integrate differences. In short, an organization that truly aims to better “include” members of marginalized communities within its ranks and leadership, decision-making, and operational processes will develop a culture of authentic, emergent leadership with a commitment to safety.