How to build a culture of inclusion? Small steps lead to a stronger, more competitive business

Sometimes, getting started feels like the hardest part.

The impression is that it’s confusing and overwhelming for organisations. The reality is that small, consistent actions each day create meaningful, long-term progress. Inclusion isn’t about perfection; it’s about commitment and continuous effort.

I was reminded of this earlier this week while reading Dorie Clark’s article, Start Tackling That Big Goal You’ve Been Putting Off (Harvard Business Review). 

Dorie writes:

“We're all busy, and when a goal seems onerous or the path towards it is unclear, it's often easier to do nothing and push it off to another day, but if we truly want to embrace long-term thinking, it's time to get unstuck and move forward.”

This is the way that I think about building an inclusive culture.

The Challenge

This type of long-term thinking is not always a habit in the business environment, where the focus is on reaching goals for the next quarter.  Because inclusion feels more intangible, organisations overfocus on the diversity side of the equation, missing an opportunity to build competitive advantage in attracting and retaining the best talent.

But here’s the good news: There are simple, practical steps you can take – starting tomorrow.

4 Ways to Build Inclusion (Regardless of your Role)

1. Expand your network:

Look around – who do you rarely speak to at work?  Affinity bias has us gravitating towards people who remind us of ourselves.

·      Step outside your usual circle. 

·      Engage with someone whose perspective is different from yours. 

·      This is where outstanding ideas and innovation come from: embracing new perspectives and ways of thinking

2. Biases

No shame; we all have biases. The key is becoming aware of them and taking action to shortcut.

·      Take a look at your social media – do you follow a diverse range of voices?

·      Do you only see opinions that mirror your own?

·      Do you surround yourself with media and social media that only share your worldview?

·      Diverse perspectives drive better thinking. Seek them out

3.        Speak up

Casual comments that are sexist, racist or homophobic have real impact on those that have to listen to them. Silence sends a message that you are okay with it.

·      If you hear something – say something. 

·      Just because the women or other minority in the group hasn’t said anything doesn’t mean that they’re ok with what has been said

·      Start with “You may not have meant it that way but what you said was not appropriate…”

4.        Engage others

Inclusion is a team sport, not just the responsibility of a leader, or HR or you!

·      Talk to your colleagues

·      Brainstorm ideas together for what would make your team environment more inclusive

·      Come up with respectful ways to challenge each others bias’

The Payoff?  A Stronger, More Competitive Business

We know that culture is “how we do things around here”.

So, while the role of the leader or the role of you as an individual is important, this is something that everyone needs to do every day.

The payoff? 

Better innovation, better decision-making, better collaboration on teams, and higher engagement are all real competitive advantages for any business.

What small steps have you tried that have made a difference? 

Drop them in the comments so that we can expand our inclusion toolbox together.

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