9 Key Qualities of an Inclusive Workplace Culture

Building a Truly Inclusive Workplace Culture

The way we work is changing — and fast. Remote working is now the norm, and with it comes a growing need for flexibility, empathy, and inclusion in our workplace cultures.

The rise in diversity and inclusion roles reflects this shift. In the UK alone, there’s been a 58% increase in D&I positions over the past five years. But while the case for inclusion is clear, the how can be less obvious.

So what does an inclusive workplace actually look like? We’ve broken down the key characteristics that define inclusive workplaces — and how your organisation can put them into action.

What is an Inclusive Workplace?

An inclusive workplace is one where every team member feels safe, valued, and able to be their authentic self. While “diversity” often refers to representation across different backgrounds, inclusion is about experience — making sure everyone is treated equitably and feels they belong.

You can have a diverse team, but without an inclusive culture, those differences won’t translate into impact. Inclusion is what unlocks the potential of diversity.

Why Inclusive Workplaces Matter

Inclusive organisations don’t just “feel” better — they perform better. Research shows that companies with inclusive cultures are:

• 8x more likely to achieve better outcomes

• 6x more likely to be innovative and agile

• 3x more likely to be high-performing

• 2x more likely to exceed financial targets

(Source: Deloitte, BetterUp)

When people feel seen and supported, they do their best work — and stay longer. But inclusion needs to be intentional. Here’s what that looks like in practice.

1. Inclusive Leadership

Inclusion starts at the top. Leaders set the tone — so if inclusion isn’t reflected in leadership, it won’t be felt across the business.

According to Harvard Business Review, a leader’s behaviour accounts for up to 70% of whether someone feels included. Leaders need cultural awareness, curiosity, and the ability to create space for others. It’s why we focus on inclusive leadership in our programmes — because when leaders model it, inclusion becomes embedded.

2. Inclusion Embedded Across the Employee Journey

Inclusion shouldn’t be an afterthought — it should be built into the entire employee experience, from hiring to exit.

That means reviewing:

• Job descriptions for biased language

• Interview panels for diverse representation

• Onboarding and team-building for accessibility

• Development and progression pathways for equity

Map your employee experience from end to end. Where are the gaps? Where are assumptions being made?

3. A Clear and Active D&I Strategy

Like any business goal, inclusion needs a strategy. Without one, progress is patchy and accountability is low.

A strong D&I strategy includes:

• Insight from your current team

• Clear goals and ownership

• Regular check-ins and transparent reporting

Importantly, your strategy should evolve. Inclusion isn’t a fixed destination — it’s an ongoing commitment.

4. Celebrating Difference

True inclusion recognises and celebrates difference, rather than encouraging people to assimilate. A “colour-blind” approach may seem well-meaning, but it risks minimising the lived experiences of your team.

Simple actions like marking cultural events or spotlighting diverse stories can go a long way. But more importantly, ensure people don’t feel like they have to hide parts of their identity to succeed.

5. Understanding All Forms of Diversity

Inclusion isn’t just about race and gender. It includes:

• Socioeconomic background

• Neurodiversity

• Disability

• Age

• Personality and communication style

A good D&I strategy reflects this intersectionality — recognising that people carry multiple, overlapping identities that shape their experience at work.

6. Awareness of Bias

Understanding bias is key to interrupting it. That includes:

• Who gets heard in meetings

• Who gets credit for ideas

• Who feels comfortable speaking up

Bias shows up in subtle ways — and awareness is the first step to redesigning systems that are more inclusive by default.

7. Employee Voice is Valued

Inclusive workplaces actively listen to their teams — not just in annual surveys, but through ongoing dialogue.

That could look like:

• Regular feedback opportunities

• Safe spaces for discussion

• Open channels to raise concerns

Inclusion is collaborative. You can’t build it for people — you build it with them.

8. Meetings are Designed for Everyone

Meetings are often where power dynamics show up most. To make them more inclusive:

• Share agendas in advance

• Invite quiet voices in

• Watch for interruptions or dominance

Psychological safety matters — people need to feel like they can contribute without fear of judgement.

9. D&I Feels Authentic

D&I shouldn’t stop at the marketing campaign. If your external messaging doesn’t match your internal culture, trust breaks down.

True inclusion is reflected in the everyday — who gets promoted, who’s in the room, whose voices are heard. Focus on the inside-out approach: build inclusion from within, and the rest follows.

Want to Build an Inclusive Culture?

If you're serious about embedding inclusion into your culture, leadership is the place to start.

The Circl Programme equips professionals with inclusive leadership and coaching skills — helping them ask better questions, listen actively, and lead with empathy. What makes it unique? Participants don’t just learn about inclusion — they live it, by coaching and being coached by underrepresented young adults.

It’s leadership development with real-world impact — trusted by Google, Meta, Uber and more.

👉 Get in touch to learn how it could work for your team.