Back To Strategy: What Inclusive Leaders Should Be Planning Now

As 2026 budget season kicks off, leaders in the IT channel face a familiar tension: growth goals colliding with market uncertainty. But ROI is found where business and belonging meet.

While economic forecasts remain shaky, regulations are shifting and the pressure to deliver returns has never been greater, it is tempting to narrow the focus to numbers. However, the truth is simple: Budgets don’t just fund operations, they reveal values. Put in pop culture terms: Where focus goes, money flows.

In this series, Back To Strategy, we will together explore how inclusive leaders can align people-centered processes with revenue growth and long-term ROI. Why? Because organizations that invest in retention, inclusion and culture are not only more innovative but also more resilient. In the alignment between people and profit, businesses can run with a competitive strategy, investing in people for long-term growth. Moreover, inclusive leaders know the answer isn’t cutting corners but aligning resources with people and purpose. Fall planning is the moment to reset strategy, prioritize retention and build resilience into every line item.

Why Alignment Matters Now

Research consistently shows that inclusive companies outperform peers on profitability, engagement and customer loyalty. Yet during budget crunches, line items tied to culture, development and employee wellbeing are often the first to go. Department leaders and budget holders also must take into context the rise of AI usage by HR departments and the political pressures presented by the current administration. Leaders who take this approach risk short-term savings but may also encounter long-term costs in churn, stalled innovation and reputational risk. An inclusive strategy acknowledges that people are not a separate budget category—they are the core of the business.

Actionably Inclusive Tasks For Budget Planning

1. Reframe Budgeting As Storytelling

Every budget tells a story about what matters most. Instead of treating financial plans as spreadsheets for approval, present them as narratives connecting investments in people and technology to growth outcomes. For example, link training dollars to pipeline development or a flexible work infrastructure to retention savings. Here is where having actionable internal data from employee surveys is essential. Having details for what people desire can aid in creating clear financial storytelling.

2. Build In Retention ROI

Recruitment costs can exceed twice an employee’s salary. Protecting investments in professional development, employee resource groups and wellness is not a soft expense—it is a measurable cost saver. During fall planning, ensure retention strategies are not sidelined but built into the foundation of 2026 budgets.

3. Scenario Plan With Equity In Mind

Create multiple budget pathways that account for regulatory changes, supply chain disruptions or political shifts. But don’t stop at revenue and cost scenarios. Evaluate the impact of each path on inclusion. If a program cut disproportionately impacts an under-represented talent or customers, it’s not just financial risk, it’s a cultural one. And in the age of virality, cultural risks can be hard to recover from.

Budgets As Blueprints

Budgets are more than bottom lines—they are blueprints for the future. In weaving inclusion into fall planning, leaders can position their organizations for sustainable growth even in uncertain times. In Part Two of this series, “The Inclusive Budget Blueprint ,” we’ll dig deeper into how to allocate resources for growth and belonging, ensuring your 2026 budget is both resilient and people-centered.

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Photo by Ivan Shilov on Unsplash