Why inclusion still matters (now more than ever)
As I thought about what to share with you in this blog, I’ve been reflecting on how conversations around diversity and inclusion are evolving. These values are so important to me that I wanted to pick up on those changes in some way.
We’re seeing some businesses shift their stance—especially over in the States. But for me, inclusion isn’t just an agenda or a policy you can drop. It’s a culture.
Here are some of the benefits on an inclusive workplace
- It’s better for your team. It creates an environment where everyone thrives. People who feel they belong show up, contribute, and bring their whole selves to work. And that has real impact. Teams that feel included perform up to 80% better than those that don’t (Deloitte).
- Employees stay where they feel valued. Inclusive workplaces see lower absenteeism and higher retention, helping businesses attract and keep top talent for longer.
- Inclusion is also better for business. Companies with diverse management teams generate 19% more innovation revenue. When different perspectives come together, businesses find better solutions, make smarter decisions, and grow faster (BCG).
- And, as businesses adapt to a changing world, diversity creates new opportunities. Companies with diverse leadership are 70% more likely to capture new markets, giving them a real competitive edge.
6 Things Inclusive Leaders Do
To me, inclusion is a culture, something leaders create through their actions, mindset, and everyday decisions. And when done right, everyone benefits.
What does that look like?
Inclusive leaders:
1️. Make a visible commitment.
They speak up, set an example, and hold others accountable. Sometimes, that means taking personal risks. That’s what we’re seeing in some organisations in the States right now—some standing by their policies, others changing them quickly.
2️. Recognise and challenge their own biases.
We all have biases, but inclusive leaders acknowledge them and take action. Instead of always turning to the same trusted colleagues, they ask: “Who am I not hearing from?”
3️. Understand the business case for inclusion.
For these leaders, inclusion is a values-driven decision, but it’s a commercial one, too. A business necessity that drives better performance, innovation, and growth.
4️. Are curious about others.
They ask questions, listen to understand, and remember names. They acknowledge people’s contributions and value different perspectives and lived experiences.
5. Take a systemic approach to inclusion.
Leaders can help shape culture, policies, and processes to make an environment either inclusive or exclusive. By taking a systemic approach, they use their position to go beyond surface-level fixes and tackle the root causes of inequities.
6. Are fearless and actively seek feedback.
Because here’s the thing. You will never really know how inclusive you are unless you ask. It takes courage, but that’s when real change happens.
What do you think?
Which of these actions come naturally to you? And which ones are a work in progress? Let me know —I’d love to hear your thoughts.
