How To Create An Inclusive Workplace As A Leader

Creating an inclusive workplace isn’t just about fostering a welcoming environment — it’s about ensuring everyone feels valued and empowered to contribute to the organization’s success.

Here are some tips for building an inclusive culture that enhances innovation and employee satisfaction.

Before taking action, it’s essential to understand why inclusion matters. An inclusive workplace boosts morale, promotes stronger team dynamics, fosters innovation and increases retention. As a leader, it’s your responsibility to champion inclusivity from the top.

Leaders set an example for their employees, as they look to them for direction, and their actions signal what is valued and expected in the workplace. Co-owner of Liberty Fairs and Creator of ENVSN Festival Sharifa Murdock says, “I’m going outside to get coffee, I’ll ask everyone, do you want coffee? If we’re doing goody bag, I’m sitting there and doing goody bags.”

“With a team, you are never better than,” she said. “That’s the one thing people need to understand. Just because you’re the boss doesn’t mean you’re better than. And a boss for me leads by example.”

Inclusion starts with hiring. Ensure your recruitment process is free from bias by using objective criteria, necessary accommodations and diverse interview panels.

According to DEI Practitioner and Public Speaker Hady Mendez, there’s still plenty of work to be done when hiring a diverse workforce.

“I believe equality and inclusion is a journey, and there are always going to be more opportunities to include more people,” she said. “There are still many underrepresented groups that are not getting the jobs that they deserve, or the promotions that they’re entitled to.”

Focus on recruiting for diversity not just in race and gender but also in terms of experience, educational background, and skills. The more varied the perspectives in your team, the more dynamic and innovative the workplace will become.

To ensure meetings are inclusive, it’s important to consider who needs to be there carefully. When you involve too many people, a few voices may dominate the conversation, leaving others feeling overlooked or unheard. Keep huddles smaller and more focused to create space for everyone to contribute and share their perspectives. 

Additionally, encourage participation by asking everyone for input, whether through direct questions or by creating opportunities for quieter team members to speak up. One way to do this is by going around the table, ensuring each member gets a chance to share their ideas. This approach fosters a more inclusive environment and leads to more productive discussions.

Twenty-three percent of American employees are dissatisfied with their growth and development opportunities in the workplace. Ensure all workers have equal access to mentorship programs, training, growth experiences and leadership roles.

Remove barriers that may prevent underrepresented staff from advancing, whether those barriers are systemic or unintentional. Leadership development should be available to everyone, regardless of background or identity.

Encourage employees to work together across departments and backgrounds. Diverse teams often generate more creative solutions, but this can only happen if everyone feels comfortable contributing. As a leader, create spaces for people to collaborate, allowing individual skills to shine, whether through cross-functional teams, brainstorming sessions, or informal meet-ups that help build rapport and trust.

Incorporating flexible work schedules and remote work options can be a key inclusivity element. Flexible work arrangements are one of the top three motivators for job seekers.

Consider the different needs of your workforce, whether it’s accommodating parents, those with disabilities or team members furthering their education. Flexibility isn’t just about where people work but also how they work, making sure everyone can balance their personal and professional lives in a way that suits them.

As a leader, your actions set the tone for the rest of the organization. Lead by example by practicing inclusive behavior and ensuring your policies align with your values. If issues arise, address them promptly and appropriately.

According to Chief People Officer at VICE Media Group Daisy Auger-Dominguez, accountability is the most important next step when promoting inclusivity in the workplace.

“It’s about everyone taking ownership of doing this work, of engaging in the difficult conversations and not side-stepping them, of being willing to reflect and question your own behaviors,” she said. “It’s about asking better questions and taking real action so that we can all be a part of a solution.”

Finally, create mechanisms for ongoing feedback. Conduct surveys and have one-on-one discussions to gauge how inclusive the environment feels and identify areas for improvement. This way, you can identify and solve problems early on and keep the workplace running smoothly. Being open to suggestions and continuously adapting your approach demonstrates a commitment to building an inclusive culture.