In the diverse and globalized world we live in today, maintaining an inclusive work environment is more critical than ever. Inclusivity is about more than just representation — it’s about creating a healthy and safe environment where employees feel valued and respected. Inclusiveness is empowering. It encourages confidence so people feel strong and safe enough to contribute unique perspectives and talents. Building a culture of belonging is good for individual employees, but it allows organizations to achieve greater success and innovation.
Continue reading to explore why inclusiveness in the workplace is so essential. You’ll learn practical strategies for creating an environment where your employees and your business can thrive.
Why inclusiveness matters in the workplace
Inclusivity is more than just a buzzword. It’s a fundamental driver of success in business and corporate landscapes. The rewards for creating an inclusive work environment are positive outcomes for your business, employees, and customers. Inclusive workplaces fuel innovation, increase employee satisfaction, drive productivity and profits, and more.
Drives innovation & sparks creativity through diversity
When you have inclusive workplaces, diverse perspectives drive innovation and creativity. According to research, inclusive organizations are 1.7 times more likely to be innovation leaders in their market. By bringing together employees with varied experiences, backgrounds, and viewpoints, you can tap into an unimaginable wealth of ideas that might not have been possible otherwise. Employees agree, too — a Deloitte study found that 74% of millennial employees believe an inclusive workplace culture results in a more innovative organization.
Boosts employee satisfaction & reduces turnover
When employees feel included and valued, their job satisfaction increases. A Glassdoor report found that employee satisfaction scores increased by 30% within a year of implementing diversity and inclusion efforts. Organizations with higher satisfaction also experience 37% less worker absenteeism and 48% lower turnover rates.
Builds stronger collaboration & teamwork
Inclusive environments are better at fostering strong collaboration and teamwork. Some research indicates that inclusive teams outperform their peers by an impressive 80% in team-based assessments. When employees feel comfortable enough to express their ideas, thoughts, and perspectives, the result is more effective teamwork.
Attracts top talent by fostering an inclusive culture
Organizations known for prioritizing inclusive cultures at work have an incredible advantage when it comes to attracting and retaining top talent. Some studies suggest that nearly three-quarters of job seekers (67%) view workplace diversity as a critical factor when evaluating job offers. Prioritizing inclusivity helps you increase your talent pool and recruit the best candidates.
Unlocks higher productivity
A huge benefit of having an inclusive workplace is increased productivity. Improved productivity and behavior stem from employees feeling more engaged, motivated, and empowered to contribute their best work.
Strengthens your company’s reputation as an inclusive leader
Your organization’s reputation is essential for customer relationships, brand loyalty, stakeholder engagement, and employee morale. A strong reputation as an inclusive brand has an internal and external payoff that can translate to tangible benefits, like increased market share and employee satisfaction.
Minimizes discrimination and conflict with inclusive practices
Fostering an inclusive environment helps companies make significant strides toward reducing discrimination and other workplace conflict. Inclusion helps build a culture where respect and understanding result in fewer misunderstandings and a more pleasant work environment. This does more than just improve interoffice relationships among employees, though. It can reduce legal risks and improve overall workplace culture.
Makes better decisions with a diverse team perspective
Diverse teams are better decision-makers. According to some research, decision-making by inclusive teams is improved 87% of the time, decisions are made twice as fast with half as many meetings, and on average, the decisions offer 60% better results.
How to create an inclusive work environment
Building an inclusive workplace takes a deliberate approach. You can’t just acknowledge that diversity is important. You must actively implement policies, practices, and DEI initiatives that help create a culture of belonging.
1. Implement inclusive hiring practices
To build an inclusive environment from the ground up, you can start by adopting new hiring practices that help ensure your workforce is diverse.
To achieve this, you can:
- Create inclusive job descriptions
- Conduct blind resume screenings
- Use diverse hiring panels
- Minimize bias
- Attract a wider range of candidates
2. Foster open communication & feedback channels
Encouraging open communication and respectful dialogue will be a game-changer. Start by establishing multiple channels for employees to share their thoughts and concerns. It’s an effective way to make sure all voices are heard and valued within your organization.
Ways you can foster communication include:
- Having regular town halls
- Creating anonymous suggestion boxes
- Scheduling regular one-on-one meetings with managers
3. Encourage the usage and sharing of pronouns
Normalizing the use of preferred pronouns in email signatures, introductions, and company directories is a key step in fostering a gender-inclusive workplace. It shows that you care about personal identities and backgrounds beyond just the employee who shows up to work, demonstrating deep respect for gender identity. This approach contributes to creating an inclusive work environment for transgender and non-binary employees, as well as those who support them.
“The rise of using pronouns in the workplace comes from a deeper sense of authenticity, which is spreading and represented in many ways. It does not feel authentic to mask yourself to fit the status quo or norm you did not create. Authenticity means showing up as a unique being to share your contribution to humanity.” - Talkspace therapist Dr. Karmen Smith LCSW DD
4. Provide diversity training & workshops regularly
To truly have inclusiveness in the workplace, offer ongoing diversity, equity, and inclusion (DEI) training to all employees, including leadership. Regular training ensures your organization and your employees are aware of the importance of inclusivity in daily interactions.
Workshops can cover important topics like:
- Unconscious bias
- Cultural competence
- Inclusive leadership
- Microaggression awareness
- Gender equality
- Neurodiversity awareness
- LGBTQIA+ inclusion & allyship
- Equity vs. equality
- Conflict resolution
5. Address microaggressions & biases head-on
Acknowledging and addressing microaggressions and biases is essential. Offer resources on how to recognize and respond to subtle forms of discrimination.
“Microaggressions can have devastating psychological effects. I have had many in my life; for example, When I had an appointment with my dentist, the manager of the office began to reprimand Black athletes for taking a knee and sharing how African Americans should be outraged and put a stop to it. Since I was the only African American she would experience, she dumped her biased, racist, and opinionated views on me. Microaggressions can blindside you and may create defenses you wouldn’t normally develop as a form of protection.” - Talkspace therapist Dr. Karmen Smith LCSW DD
Address microaggressions and bias in the workplace by:
- Educating and raising awareness
- Fostering open discussions
- Establishing and promoting clear policies
- Leading by example
- Encouraging bystander intervention
- Evaluating workplace practices and making adjustments were necessary
- Training leadership on how to recognize and deal with microaggressions
6. Celebrate cultural events & holidays in company calendar
Openly celebrating diverse cultural events and holidays in your organization is an excellent way to promote inclusion. The recognition shows that you respect and value different backgrounds and cultures. It also offers an exciting opportunity for education and cross-cultural understanding between employees.
7. Offer flexible work arrangements for diverse needs
Flexible policies designed to accommodate diverse needs are welcome and wanted in today’s workforce. When it makes sense, allow employees to work remotely, have flexible hours, or take job-sharing arrangements.
Flexibility enhances an inclusive culture while supporting employees who might be dealing with personal or family responsibilities — but it also improves employee happiness. Research shows that 74% of employees are happier when they can work remotely, and half of them would be willing to take a pay cut if it meant they could have a remote position.
“I recently watched a film about workplaces in Italy and how the company owners knew the value of the worker’s mental health. They made sure family life was strong by offering family leave and weeks of paid leave, all to ensure the employee’s well-being. In America, these benefits would be unheard of, but in other countries, it’s a common, healthy work environment.” - Talkspace therapist Dr. Karmen Smith LCSW DD
8. Encourage inclusive language in all communication
If you want an inclusive work environment, using appropriate and sensitive language in company communications is essential. From official documents to casual conversations, you must embed language that promotes inclusivity at all levels.
It’s helpful to provide guidelines and resources that help employees understand and adopt inclusive language practices.
9. Create employee resource groups (ERGs)
Employee resource groups (ERGs) offer support that unites employees with shared identities or experiences. Often, ERGs are specifically for marginalized groups in an organization. They can provide essential guidance, networking opportunities, and insights for the most vulnerable of your employees.
10. Diversify leadership & decision-making teams
Leadership and decision-makers must reflect a diverse workforce and customer base. It’s more than a show of support, too. Diverse leaders are effective. In one study, an organization with diverse leadership reduced employee turnover by 15% over 2 years.
11. Ensure equitable pay and benefits
Reviewing and addressing pay disparities based on gender, race, or other factors is crucial to inclusion efforts. Beyond equitable pay, you can also offer comprehensive and inclusive benefits packages that cater to diverse needs. Think: parental leave, mental health benefits for employees, and culturally sensitive healthcare provider options.
12. Promote mental health awareness and support
Prioritizing mental health in the workplace is a must. Offering resources and support programs will go a long way toward reducing stigma so employees feel supported. The goal is to create an environment where employees feel comfortable discussing mental health concerns — especially if they need help.
13. Create accessible workspaces & materials
Physical workspaces and digital materials should be accessible to all employees, including those living with a disability of any kind. For example, you can provide assistive technologies, create accessible documents, or design inclusive office spaces.
14. Lead by example & champion inclusion
Leadership plays an intrinsic role in successfully fostering an inclusive workplace culture. Executive teams and management must model inclusive behaviors — including actively participating in DEI initiatives, leading by example, and holding themselves (and others) accountable.
15. Encourage feedback & continuous improvement
It’s important to solicit feedback from employees on a regular basis. Understanding how your workforce views inclusion efforts is a powerful way to improve. Use the input you receive to refine and enhance your inclusive practices and demonstrate your commitment to growth.
Gauge employee feelings by using:
- Surveys
- Focus groups
- One-on-one conversations
- Team meetings
- Town halls
- Anonymous feedback collections
Building a culture of belonging starts with support
Creating an inclusive workplace requires more than just implementing policies and procedures. To be effective, you need a holistic approach that supports employee mental health. By investing in employee well-being and offering access to mental health resources, you can build a strong inclusive environment at work that fosters a sense of belonging for every employee.
Partnering with Talkspace means you can extend mental health resources that every employee will benefit from. Online therapy helps employees feel valued and ensures they have the tools to overcome any obstacle in their life, both in and outside of work. Not only will it help improve job satisfaction and company morale, but it will strengthen the workplace culture and inclusion overall.
Request a demo from Talkspace today to learn more about how to create an inclusive work environment with therapy for businesses.
Sources:
- “Diversity in the Workplace Statistics to Know for 2024 | InStride.” n.d. https://www.instride.com/insights/workplace-diversity-and-inclusion-statistics/. Accessed February 13, 2025.
- psico-smart.com. n.d. “Examining the Relationship Between Diversity, Equity, and Inclusion Initiatives and Employee Satisfaction.” https://psico-smart.com/en/blogs/blog-examining-the-relationship-between-diversity-equity-and-inclusion-initiatives-and-employee-satisfaction-164877. Accessed February 13, 2025.
- Knowledge Anywhere. 2024. “Statistical Proof That Diversity and Inclusion (DEI) Works for Innovation and Profitability - Knowledge Anywhere.” Knowledge Anywhere - Centralized Online Training Platform for Customers and Employees. September 3, 2024. https://knowledgeanywhere.com/articles/statistical-proof-that-diversity-and-inclusion-dei-works-for-innovation-and-profitability/. Accessed February 13, 2025.
- Collins, Terry. 2021. “Work Remote After COVID? Nearly 50% of US Workers Would Take a Pay Cut for It, Survey Says.” USA TODAY, November 11, 2021. https://www.usatoday.com/story/money/2021/11/11/workplace-survey-remote-pay-cut-covid/6367601001/. Accessed February 13, 2025.