25 June 2024

How to build inclusivity in the workplace

A man and a lady happy with the inclusivity in their business.

What are the most effective strategies to build an inclusive workplace?

What does it mean to build inclusivity in the workplace?

Building inclusivity in the workplace means creating an environment where all employees feel valued, respected, and supported, regardless of their background, identity, or experiences. This involves implementing policies, practices, and behaviours that promote equality and grown a sense of belonging for everyone. 

Leaders have implemented some core principles to define inclusivity in the workplace.

These are to set out how workplaces can implement every different aspect of inclusivity in a professional setting:


Actively seeking and valuing diverse perspectives, backgrounds, and experiences, and ensuring that the workforce reflects a wide range of identities and demographics.


Providing equal opportunities and access to resources, and support for all employees. Also identifying and removing systemic barriers that may disadvantage certain groups.


Valuing all voices while creating an inclusive work environment where all employees feel respected, and their contributions are valued. Encouraging respectful communication, with an open dialogue and actively listening to different perspectives.


Developing a culture in the organisation where every individual feels a sense of belonging and can be their authentic self, by promoting teamwork, collaboration, and support among employees.


Encouraging empowerment by ensuring to provide the necessary tools, resources, and support for employees to succeed. Offering continuous learning opportunities and supporting professional growth.

By following these as a guide, organisations can create a more inclusive workplace where all employees have the opportunity to thrive and contribute to their full potential.

What does it mean to create an inclusive culture?

Building an inclusive culture means creating an environment within an organization where every employee feels valued and able to contribute fully, regardless of their background, identity, or personal circumstances. 

This involves growing a sense of belonging and ensuring that diversity is not only present but embraced and leveraged to drive innovation and success. Here are the key components of building an inclusive culture:

Leadership Commitment

Leaders must demonstrate a commitment to inclusivity through their actions and decisions. Setting clear expectations ensures that organisations establish policies and expectations that promote inclusive behaviours throughout the organisation.

Diverse Representation 

Hiring practices must mean implementing recruitment strategies that attract a diverse range of candidates. Promotional pathways ensure equal opportunities for advancement and representation at all levels of the organisation.

Equality in Opportunties 

Organisations should provide equal access to training, mentorship, and career development opportunities. They should actively be identifying and mitigating biases in hiring, promotions, and everyday interactions.

Respect and Open Communication

Encouraging open dialogue creates a safe space for honest conversations about diversity, equity, and inclusion (DEI). By listening and responding, i.e. actively listening to employees' concerns and feedback and taking appropriate actions, this creates respect between employer and employee.

Creating a Sense of Belonging

Achieve this by developing and enforcing policies that support diverse needs, such as flexible working arrangements, parental leave, and accommodations for disabilities. Promoting team-building activities and initiatives grows collaboration and mutual support among employees.

Education and Awareness

Training programs are essential for providing DEI training to all employees - to raise awareness and build cultural competence. Encourage continuous learning with ongoing education and dialogue about inclusivity and related topics.

Recognition and Celebration

Acknowledging contributions by regularly recognizing and celebrating the diverse contributions of employees. Engage in cultural celebrations: organise events and activities that celebrate different cultures, backgrounds, and perspectives.

Measuring and Improving

Regular assessment helps to continuously evaluate the effectiveness of inclusivity initiatives. This can be achieved through surveys, feedback, and other metrics. It also helps to be willing to adapt and improve strategies based on feedback and changing needs.

So what are the benefits of an inclusive culture?

Creating and maintaining a culture of inclusiveness within an organisation brings many benefits that extend beyond just compliance and social responsibility. An inclusive culture builds and grows a positive work environment where all employees feel valued, respected, and empowered to contribute their best. Here are some of the key benefits for an organisation:

Enhanced Innovation and Creativity

Inclusivity brings together individuals with different backgrounds, experiences, and viewpoints. This diversity creates innovation as employees collaborate and bring fresh ideas to the table. A mix of perspectives leads to more effective problem-solving, and diverse teams are better equipped to approach challenges from multiple angles and find innovative solutions.

Increased Employee Engagement and Satisfaction 

Employees who feel included and valued are more likely to be engaged and committed to their work. This sense of belonging boosts morale and job satisfaction. An inclusive culture also reduces turnover rates as employees are more likely to stay with an organisation that respects and values their contributions.

Better Decision-Making

Diverse teams provide a wider range of insights and experiences, leading to more informed and balanced decision-making. Inclusivity prevents groupthink by encouraging diverse viewpoints and constructive debate, resulting in more robust and well-considered decisions.

Improved Company Reputation

Companies known for their inclusive culture attract top talent from diverse backgrounds, enhancing the overall talent pool. Organisations that prioritise inclusivity build trust and loyalty among customers who value diversity and social responsibility.

Enhanced Productivity and Performance

An inclusive environment promotes better collaboration and teamwork, leading to increased productivity. When employees feel valued and included, they are more likely to perform to their full potential, driving better organisational performance.

Better Customer Understanding and Market Reach

An inclusive workforce better reflects the diversity of the customer base, leading to a deeper understanding of customer needs and preferences. Companies with diverse teams can more effectively reach and serve diverse markets, expanding their customer base and increasing market share.

Legal and Ethical Compliance

Inclusive practices help organisations comply with anti-discrimination laws and regulations, reducing the risk of legal issues. Encouraging inclusivity aligns with ethical business practices and corporate social responsibility, enhancing the company’s ethical standing.

Resilience and Adaptability

Inclusive organisations are more adaptable to change as they can draw on a wide range of perspectives and experiences to navigate new challenges. Employees in inclusive environments are generally more resilient, supporting the organisation through periods of change and uncertainty.

An inclusive culture is not just beneficial but essential for the long-term success and sustainability of any organisation. It drives innovation, enhances employee engagement and satisfaction, improves decision-making, and strengthens the company's reputation. By creating an environment where everyone feels valued and respected, organisations can harness the full potential of their diverse workforce, leading to improved performance and a competitive edge in the market

Looking to encourage inclusivity in your organisation?

Creating an inclusive workplace requires a multifaceted approach that involves commitment, communication, and continuous effort. Here are some examples of how to start the inclusivity strategy in your organisation:

Getting Buy-in from Senior Management for Inclusivity initiatives

Secure support from senior management by demonstrating the benefits of inclusivity for organisational success, including enhanced innovation, employee engagement, and better decision-making. Encourage leaders to model inclusive behaviours, setting the tone for the rest of the organisation. Ensure that senior management allocates the necessary resources, including time and budget, to support inclusivity initiatives.

Integrate Inclusivity into Core Values and Policies

Embed inclusivity into the company’s core values, ensuring it becomes a fundamental part of the organisational culture. Review and update company policies to reflect inclusivity principles, covering areas such as recruitment, promotion, and employee benefits. Implement ongoing training programs to educate employees about inclusivity and its importance.

Promoting Inclusive Language and Communication

Develop and promote guidelines for using inclusive language in all forms of communication, avoiding stereotypes and bias. Use various channels to communicate the importance of inclusivity, including newsletters, intranet updates, and team meetings. Create avenues for employees to provide feedback on inclusivity efforts and suggest improvements.

Creating Safe Spaces for Open Dialogue and Expression

Establish safe spaces where employees can share their experiences and perspectives without fear of judgment or retaliation. Support the formation of ERGs (Employee Resource Groups) that cater to different identity groups within the organisation, providing a platform for discussion and support. Host regular open forums or town hall meetings to discuss inclusivity and address any concerns employees may have.

Establishing an Inclusive Workplace Task Force

Create a dedicated task force or committee focused on driving inclusivity initiatives, comprising members from diverse backgrounds and levels within the organisation. Define clear objectives and goals for the task force, aligning them with the company’s broader inclusivity strategy. Ensure the task force regularly reports on progress and challenges to senior management and the broader workforce.

Recognising and Rewarding Diverse Perspectives and Contributions

Develop programs to recognise and reward employees who actively contribute to developing an inclusive culture. Celebrate cultural events and diversity milestones, highlighting the contributions of employees from diverse backgrounds. Incorporate inclusivity goals into performance metrics and evaluations, ensuring that efforts to promote inclusivity are acknowledged and rewarded.

An inclusive environment at work can benefit both employees and the organisation. By creating a workplace where every employee feels valued, respected, and empowered to contribute their best can also drive innovation, enhance employee satisfaction, and lead to overall organisational success.

Alix King, freelance content writer

Alix King

Alix is a freelance journalist and copywriter. With a love for academics, Alix has studied both journalism and law and has a knack for writing for very different audiences. From humorous articles to white papers, she loves a writing challenge.

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