When you think of the word 'inclusion' in the workplace, you might think of practices that are introduced to try and "tick a box." But inclusivity isn't just about policies – it's about people. Inclusion focuses on making sure everyone feels seen, heard, and valued. It wants to help people thrive in a supportive environment.
Inclusion is the practice of ensuring that every individual, regardless of their background, identity, or ability, feels welcomed, respected, supported, and valued as part of an environment.
To help encourage you to promote inclusion in the workplace (and beyond), here are five boosts you'll find in a more inclusive environment.
1. Enhanced individual engagement
When workplaces prioritise creating an inclusive culture, all employees are more likely to feel valued and respected. They feel their ideas and their efforts are taken seriously, which can lead to a more collaborative workspace. Think about how you feel when someone listens to you or considers an idea you present. You're probably more inclined to share other ideas, work harder to see them come to life, and encourage others in the pursuit of their own ideas [1].
Practical ways to do this can include:
- Taking time to listen and consider employees' thoughts.
- Showcasing visible signs of inclusive messaging and symbols of diversity, such as celebrating national days of recognition.
- Giving equal opportunities to all members of staff.
All of this his can help to support feelings of belonging and motivate people to stay engaged [2].
2. Increased innovation and creativity
By including multiple perspectives in decision making, the potential for exciting new ideas to emerge is widened. It's important this is done in an environment that encourages people to feel psychologically safe, part of a larger team, and able to express themselves without judgement. If these things are met, then everyone will feel more comfortable with collaborating and sharing knowledge.
This can lead to creative solutions and better problem solving within the workplace. It doesn't mean every single idea needs to be taken on or adhered to. However, there may be an answer to a problem or a question, or a new idea that creates a new branch of possibility. Without proper inclusion, these potentials for innovation could go unnoticed and be ultimately missed [3].
3. Accurate market reflection
Regardless of the work environment, decisions will most likely impact a wider group of people outside of the workplace. This group tends to be diverse when it comes to things like race, gender, sexuality, income, and background. The best way to reflect this is by ensuring that the workplace itself is more inclusive and diverse.
Studies have shown that diverse teams are better able to empathise with the different cultural contexts and life experiences of clients or customers, which can then lead to more personalised client support. When you reflect the diversity in your client pool, you are more likely to inspire satisfaction and loyalty from customers who see themselves being represented positively and fully understood [4].
4. Excellent talent hiring and retention rates.
When a company or organisation commits to creating an inclusive culture, they will likely find they attract top talent in prospective employees with diverse backgrounds. The employee can then feel a stronger connection to the company because of the culture, and might demonstrate stronger commitment to remaining there – reducing turnover in the long run.
Research shows that teams led with inclusivity tend to cultivate resilience, engagement, and cohesion within the entire team. This means that when teams feel their basic psychological needs are being met at work, they are more likely to find personal meaning, motivation, and identity within their work as well [5].
5. Improved and effective decision making.
One of the things that could be argued about inclusivity is the idea that 'too many cooks in the kitchen' can lead to poor decision making. However, research has proven that using unique insights from multiple different backgrounds actually can result in a more thorough analysis of decisions and better outcomes. This looks like a larger pool of ideas, a reduction in blind spots, and an increase in creative solutions.
Teams with members from various backgrounds have been shown to be less likely to use 'groupthink' – this is where everyone strives for unanimous harmony but ends up making poor collective decisions. Instead, a varied team will challenge any preconceptions or assumptions and will be more critical in considering multiple solutions. This means decisions are more reflective of the real world and of the actual needs of your clients [6].
Ultimately, the true benefit of an inclusive workplace is creating a culture where everyone feels supported, respected, and valued. This doesn't just benefit businesses and organisations – it benefits the entire world, one person at a time.
If you'd like to learn more about how to nurture a more inclusive environment at work, have a look at our Relational leaders training. Together we can make workplaces more respectful, collaborative and supportive – places where diversity isn’t just acknowledged but celebrated.
References
[1] Gusain, M. and Gujral, H.K. (2024). ROLE OF EMPLOYEE ENGAGEMENT AND GENDER DIVERSITY IN CREATING INCLUSIVE ORGANIZATIONAL CULTURE. International Journal of Research -GRANTHAALAYAH, [online] 12(5). doi:https://doi.org/10.29121/granthaalayah.v12.i5.2024.5617.
[2] Brown, E.R., Phills, C.E., Kahn, J. and Mukundan, S. (2025). Feeling a sense of belonging is associated with more motivation within organizations that value diversity and equity. Scientific Reports, 15(1). doi:https://doi.org/10.1038/s41598-025-04456-9.
[3] Solheim, M.C.W. (2022). Making a thousand diverse flowers bloom: driving innovation through inclusion of diversity in organisations. Edward Elgar Publishing eBooks, pp.174–189. doi:https://doi.org/10.4337/9781839108174.00018.
[4] Clark, S. (2024). Double up on DEI: The Real Impact on Customer Experience. [online] CMSWire.com. Available at: https://www.cmswire.com/customer-experience/double-up-on-dei-the-real-impact-on-customer-experience [Accessed 2 Sep. 2025].
[5] Guerrero, A.A. and Margarita, C. (2024). Inclusive leadership and its impact on talent retention in diverse teams. Journal of Management and Human Resources, [online] 2(2), pp.29–35. doi:https://dialnet.unirioja.es/descarga/articulo/10239534.pdf.
[6] Okatta, C.G., Ajayi, A. and Olawale, O. (2024). Enhancing Organizational Performance through Diversity and Inclusion Initiatives: a Meta-Analysis. International Journal of Applied Research in Social Sciences, 6(4), pp.734–758.
