Designing Inclusion From the Inside Out With Nani Vishwanath

Welcome back to Allyship in Action! If you’ve been working in the diversity and inclusion space over the past few years, you know the corporate pendulum hasn’t just swung—it’s done full-on gymnastics. We’ve gone from the hyper-reactive commitments of 2020 to the nervous retreats of recent years, leaving many leaders wondering where to anchor themselves. I had the absolute joy of catching up with the brilliant Nani Vishwanath—a strategic leader at The Current Collective—who reminded me that when the external noise gets deafening, the answer isn’t to duck and cover; it’s to look inward. Nani brings a grounded, refreshingly practical perspective to systemic change (plus, anyone who can turn a conversation about helmet design for big hair into a masterclass on business strategy is my kind of human!). We dove deep into why true inclusion isn’t an HR add-on, but a fundamental driver of business resilience.

Key Themes

7 Whys Organizations often react to external pressures—whether chasing trends or dodging backlash—leading to fragile, unsustainable DEI strategies. Building an enduring foundation requires pushing past surface-level motives by continuously asking “why” until inclusion aligns directly with the core purpose and long-term success of the business.

“If all of your leaders can do that [the 7 whys], the work is going to be so much more successful. And it should really be because of where we’re trying to go strategically as a company…” — Nani Vishwanath
Inclusive Design — With, Not For Designing workplace systems or products for marginalized communities without active collaboration misses the mark. True inclusive design builds with those who experience the most friction, uncovering systemic improvements that ultimately elevate the experience for everyone.

“Build with and for those that are most marginalized or who face the biggest barriers… learn from their experiences with them, and then build something better. And it just leads to better design.” — Nani Vishwanath
Money is the Outcome — Relevance Diversity and inclusion are not merely cost centers or reactive PR measures; financial returns, innovation rates, and retention are downstream outcomes of staying relevant to an evolving workforce and customer base.

“I think the money is truly an outcome of better design… the word I come back to a lot is relevance… you need to remain relevant to both your employees and to your consumers.” — Nani Vishwanath

Actionable Takeaway for Listeners

Before rolling out your next inclusion initiative or revising a workplace policy, gather the team closest to the friction and run the 7 Whys exercise together. Keep asking “why” until you uncover a core reason that directly serves both your internal culture and your external business purpose.

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This post was previously published on Next Pivot Point.

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