Introducing Christopher Bylone, a trailblazer in belonging and inclusion, who leverages data-driven strategies to foster workplace belonging. With over 17 years of experience, he is a renowned Principal Belonging Strategist and Founder of Innovation Unbiased.
Christopher brings a distinctive perspective on belonging, inclusion, diversity, equity, and accessibility, empowering organizations to create inclusive environments where everyone can flourish.
A Lifetime Commitment to Belonging and Inclusion
Christopher’s dedication to advancing belonging and inclusion stems from his personal experiences and identities. As a gay man, a cancer survivor, a parent, and going up on a farm he has faced discrimination firsthand. A pivotal moment in his childhood was when his grandfather corrected his behavior towards farmworkers of Puerto Rican descent, shaping his understanding of privilege and respect.
This experience has driven Christopher’s commitment to creating a society where everyone lives free from discrimination. He advocates for inclusive leadership and empathy, values diversity, and champions equity and accessibility, striving to empower every person to reach their full potential.
The Genesis of Innovation Unbiased’s BIDEA Framework
Christopher’s work at Innovation Unbiased centers around the integrated framework of Belonging, Inclusion, Diversity, Equity, and Accessibility (BIDEA). For him, belonging is the ultimate result. He has developed a formula that brings this concept to life, outlined on his webpage, and will be the focal point of his upcoming book, “The Belonging Formula: Solving for the Big IDEA!”, set to be published in late 2026.
Distinctive Data-Driven Approach to DEI
Innovation Unbiased’s approach is distinguished from traditional DEI consultancies by its data-driven methodology. The firm prioritizes measurability, seeking to qualify qualitative data points and ensuring that every aspect of their work can be tracked as well as evaluated. When designing engagement surveys, each question is considered carefully, and organizational leaders commitment to taking action based on the results, driving meaningful improvements within the organization.
Tailoring Inclusion Strategies for Organizations
Christopher uses a maturity model to assess an organization’s progress on its inclusion journey, acknowledging that various identities may be at varying stages. This flexible approach allows for customized strategies that address particular areas of need, accepting that an organization may be growing in one segment, like gender and race, while still developing in others, like LGBTI+ and disability or veteran inclusion.
Measuring the Impact of BIDEA
Christopher’s approach to measuring the tangible impact of BIDEA includes working closely with client organizations to define success metrics. By establishing targeted interventions and tracking key performance indicators like employee engagement scores or representation metrics, the f irm assesses the effectiveness of its initiatives. For example, if a company suffers in promoting People of Color to mid-level management, Christopher’s team would analyze the root causes and develop a plan to enhance the internal promotion rate and reduce turnover, measuring success through tangible enhancements in these metrics.
Leading through Discomfort and Resistance
As a Principal Belonging Strategist, Christopher employs a thoughtful and strategic approach to lead his team and clients through tough situations. He focuses on understanding the root causes of discomfort and resistance, actively listening to concerns, and validating experiences. Some of the key strategies include clear communication, individualization, support, and adaptability. By setting clear goals, celebrating achievements, and promoting continued learning, Christopher nurtures a supportive and inclusive environment where everyone knows they valued and empowered to contribute.
The Qualities of an Inclusive Leader
According to Christopher, an inclusive Leader nurtures an equitable and unbiased culture, empowering teams to showcase their uniqueness. The key behaviors of such leaders include being committed to diversity, actively inclusive, multicultural agility, and purposefully unbiased. They demonstrate positive engagement in diversity goals, value individual identities, explore diverse cultural landscapes effectively, and cultivate an equitable and accessible culture by acknowledging personal biases.
The Major Shifts in Corporate DEI Approaches
Christopher observed a significant shift in corporate DEI approaches over the past five years. Following George Floyd’s murder, companies moved beyond performative actions, evolving policies and practices to drive meaningful change. However, with the current backlash, many have backtracked to just superficial efforts. Those committed to genuine change before 2020 may continue pushing forward, despite the trend.
The Impact of Social Movements on Corporate Belonging
Social movements are shaping corporate belonging initiatives, encouraging companies to adopt more socially responsible practices. These movements influence stakeholder expectations and corporate reputation, driving notable policies as well as practices. By advocating for diversity, equity, and inclusion, social movements fuel the growth of belonging programs and reject racist social initiatives. However, corporate leaders may face pushback on politically sensitive issues, impacting the long-term viability of these initiatives. The sustainability of corporate belonging efforts depends on the ongoing influence of social movements and the capacity of companies to harmonize social responsibility with business goals.
The Power of Employee Voice in Reshaping Organizational Cultures
Christopher emphasizes the crucial role of employee voice, mainly from underrepresented groups, in transforming organizational cultures. By amplifying marginalized voices, organizations can cultivate a more inclusive and equitable atmosphere.
Employee Resource Groups (ERGs) are pivotal in this process, fostering a sense of belonging, professional growth, and financial performance. ERGs also serve as strategic allies in advancing diversity and inclusion, offering mentorship and dismantling stereotypes and biases. By harnessing the strength of ERGs and tackling their associated challenges, organizations can create a culture where every member knows they valued and supported.
The Next Frontier in Belonging and Inclusion
Christopher sees the next frontier in belonging and inclusion strategy as lying in the justice space. He believes in creating a society where justice is served to everyone. After publishing his book “The Belonging Formula” in 2026, Christopher plans to release a second book, “The Belonging Formula Divided by Justice,” which will further explore this theme.
Maintaining Strong Cultures Amid Hybrid and Remote Work
Christopher emphasizes that building trust, prioritizing employee well-being, and leveraging technology are vital for maintaining strong cultures of belonging. By fostering open communication, acknowledging employee contributions, and nurturing virtual spaces for social engagement, companies can ensure that employees feel valued, connected, and empowered to perform.
A True Equitable and Accessible Workplace
Christopher envisions a future workplace where every individual knows they are valued, respected, and empowered. The key features include individualization, flexibility, and a culture of continuous learning. To start building this future, organizations can take actionable steps such as conducting equity audits, creating strong spaces for dialogue, developing hiring practices, and promoting unbiased communication. With these strategies, companies strive to lay the groundwork for a genuinely equitable and accessible workplace where everyone can thrive.
Shaping the Future of Work
Innovation Unbiased aims to influence the future of work on a larger scale by cultivating an atmosphere of inclusion, diversity, equity, and accessibility. By enabling the development of innovative belonging strategies, the firm aspires to inspire other organizations to adopt similar practices, creating a ripple effect that fosters a culture of belonging across sectors.
The firm’s ultimate objective is to equip leaders with the tools necessary to unlock their organization’s full potential and create an inclusive environment where each person can share their unique viewpoints and talents.