Inclusion is the intentional effort to create and transform workplaces into spaces where everyone—regardless of their background, role, or perspective—feels like they have a place and a voice. A truly inclusive work environment encourages everyone to contribute meaningfully and supports a culture where everyone feels respected, where people feel heard, valued, and empowered to show up without fear of judgment or discrimination, and where people can express their ideas, engage in dialogue, knowing that their perspectives matter.
How Inclusion Shows Up at Different Levels
Inclusion needs to occur at every level of an organization in order to encourage a truly inclusive workplace. Whether you’re leading a team, steering the company’s vision, or working alongside peers, you have the power to influence how inclusion manifests and is experienced.
For Managers
Managers are the connection point between organizational values and daily operations. They can bring inclusion to life by distributing opportunities fairly, ensuring all voices are invited into conversations, and creating a culture where team members know their contributions matter.
For example, a manager might intentionally rotate roles during meetings and ensure everyone has the opportunity to work on high-profile projects. They may also set the tone in meetings by saying, “We haven’t heard from a few people yet—let’s pause and make space for their input.” These small adjustments can make a big difference in creating a culture where everyone feels valued.
When challenges arise, inclusive managers approach them with curiosity rather than judgment. They ask open-ended questions to understand different perspectives and ensure their teams feel supported in navigating difficult conversations.
For Executives
Executives set the cultural and structural foundations of inclusion. By embedding inclusive practices into the organization’s values, they demonstrate that inclusion is a fundamental part of how the business operates. Executives and leaders can actively showcase their commitment to inclusion by supporting relevant initiatives and modeling inclusive behaviors.
This might involve ensuring resources are allocated to initiatives that create equitable opportunities for all employees or implementing policies that remove barriers to participation. Inclusive executives lead with transparency, sharing both successes and areas where the organization still has room to grow.
For example, an executive might hold regular listening sessions with employees across roles and teams to understand how inclusion is experienced in practice and act on the feedback. By actively seeking feedback and acting on it, they signal that every voice matters—not just those closest to the top.
For Individual Contributors
Inclusion at the individual level means showing up with intention and recognizing the role you play in shaping the workplace culture around you. Inclusion at this level is tied to behaviors, attitudes, and actions.
An inclusive teammate listens actively, acknowledging and building on the ideas of others. If someone’s contribution goes unnoticed in a meeting, they might say, “I really liked [Name]’s idea earlier—can we revisit that?” These small actions signal to others that their input is seen and valued.
Inclusivity also involves self-reflection. Are you open to feedback that challenges your assumptions? Do you make space for different perspectives, even when they don’t align with your own? By embracing a mindset of growth and empathy, you help build a more inclusive environment for everyone.
Creating Inclusive Workplaces Across Various Workplace Settings
Inclusion can also look different in remote, hybrid, and in-person environments.
For Remote Teams
Remote work requires intentional effort to ensure no one feels excluded. Practices like rotating meeting times for global teams, providing captions in video calls, or creating space for written contributions in chat can help bridge gaps.
Regular one-on-one check-ins also go a long way in helping remote employees feel connected. A simple “How are you doing?” can open the door for meaningful conversations and ensure people feel supported, even from afar.
For Hybrid Teams
Hybrid teams often face unique challenges, such as proximity bias—the tendency to give more attention to those working in person. To counteract this, leaders can create policies that ensure fairness, like asking everyone to join meetings from their own devices, even when some are in the office.
Celebrations and team-building activities should also include both in-person and remote team members. For example, if the office team enjoys an in-person lunch, consider sending gift cards to remote employees to share the experience.
For In-Person Teams
In in-person environments, inclusion often means paying attention to the details that create equitable access. Are physical spaces accessible to everyone? Are events designed with different needs and preferences in mind?
Inclusive practices for in-person teams also involve enabling connection. Structured activities or team-building sessions can help employees better understand and appreciate each other’s perspectives, reducing misunderstandings and strengthening collaboration.
Practical Ways to Be More Inclusive
Inclusion thrives on small, everyday actions that demonstrate respect and value. Here are a few simple but impactful practices:
- Encourage participation: In meetings, intentionally make space for quieter voices.
- Acknowledge contributions: Recognize ideas, even if they aren’t immediately adopted.
- Be mindful of language: Use words that are neutral and welcoming, avoiding stereotypes or assumptions.
- Seek feedback: Ask for input on how you can improve in creating an inclusive environment—and act on it.
Moving Toward Inclusion
Inclusion doesn’t require grand gestures or perfect execution. It starts with small, consistent actions that build trust and understanding. Remember to show up, listen, and make space for others to do the same.
Whether you’re leading a team or contributing alongside colleagues, your actions matter. By committing to inclusion, you’re not just improving the workplace—you’re helping to create a world where everyone knows they matter. And that’s a goal worth striving for.