If you think slapping a “Diversity Statement” on your website is all it takes to create an inclusive workplace, it’s time for a reality check. Real inclusivity is a complete culture shift. Real inclusivity is rethinking how your organization operates. It demands strategy, action, and most importantly, commitment. Inclusivity isn’t some HR task you can delegate and forget about. You need to embed new behaviors and mindsets into your company’s DNA. If you’re serious about creating a workplace where people feel valued, heard, and empowered, then you’re going to need a blueprint. And you need to truly commit to following it. So, let’s get into it. Here’s how you go from diversity lip service to a truly inclusive culture that your employees will want to be a part of.
1. Make Inclusion a Core Value, Not an Afterthought
Your core values shouldn’t be something you dust off for the annual company meeting. They need to be lived, breathed, and baked into everything your company does. Inclusion is no different. It starts with leadership and needs to flow into every corner of your organization. Hiring, promotions, everyday interactions—all of it should reflect a genuine commitment to inclusivity.
Look at companies like Salesforce. CEO Marc Benioff didn’t just talk about equal pay; he committed to it. He conducted a company-wide audit and invested millions to close the gender pay gap. This is what it looks like when inclusion goes beyond words and becomes action. The message is clear. If inclusivity isn’t ingrained in the way you do business, you’re not truly committed.
2. Celebrate Your Team’s Differences (Instead of Pretending They Don’t Exist)
Diversity isn’t just about different races or genders sitting around the same conference table. It’s about experiences, perspectives, and ideas that come from a mix of backgrounds. Companies that understand this thrive because they see the richness of what diversity brings to the table.
Consider how Microsoft has embraced diversity. Rather than blending everyone into one mold, they actively celebrate the differences across their teams. Their Neurodiversity Hiring Program, for instance, focuses on leveraging the strengths of individuals on the autism spectrum, recognizing the unique skills they bring to the tech industry. The takeaway? Diversity isn’t just something you acknowledge. It’s something you should lean into, integrate, and champion within your culture.
3. Get Real Feedback—and Do Something With It
Without real feedback from your team, you’re just guessing when it comes to inclusion. But here’s the kicker: gathering feedback is only the first step. What matters most is how you respond. Regular surveys, check-ins, and focus groups give you the insights you need, but those insights are useless unless you use them to drive meaningful change.
Look at what Accenture did when their internal surveys revealed gaps in their inclusion efforts. Instead of shrugging it off, they launched targeted programs like their “Inclusion Starts With I” initiative, which sparked candid conversations and real cultural shifts across the company. The lesson? Listening to your employees is critical—but following up with action is what makes people feel truly valued.
4. Build Internal Communities that Matter
Your Employee Resource Groups (ERGs) shouldn’t just be feel-good initiatives. When done right, they create safe spaces for underrepresented groups and foster genuine connection. ERGs provide employees with support networks that make them feel seen, valued, and part of something bigger.
For instance, Google’s Women@Google ERG is a notable example. This group supports women across the company through mentoring programs, networking events, and career development workshops. By focusing on professional growth and creating a supportive environment, Women@Google helps women navigate their careers and fosters a more inclusive workplace. Expanding ERGs to include various demographics—like remote workers or employees managing disabilities—can similarly strengthen your organization from within and enhance employee connections.
5. Know Your “Why”—It’s More Than Just Good PR
If you’re just doing diversity and inclusion work because you think it’s good for your public image, stop right now. Inclusivity only works when it aligns with your company’s mission and values. It’s not a short-term campaign or a fad; it’s a fundamental way of operating. Inclusivity isn’t a marketing gimmick.
Look at Patagonia. This isn’t a company that dabbles in diversity because it’s trendy. Their commitment is embedded in their core values. Patagonia’s dedication to environmental and social responsibility isn’t just for show—it’s part of their DNA. They align their diversity efforts with their broader mission of fostering environmental stewardship and social justice. When you genuinely integrate your “why” into your diversity strategy, it’s more than just good PR. It’s a powerful way to drive real, meaningful change. Get clear on your mission, align it with your diversity goals, and watch how it transforms your organization from the inside out.
6. Empower Middle Management to Be the Gatekeepers of Inclusion
Senior leaders might set the vision, but middle managers are the ones who make inclusivity a reality. These are the people who control day-to-day operations, hiring, promotions, and team dynamics. If they’re not on board with creating an inclusive culture, it’s never going to happen.
Sandra Quince, CEO of Paradigm for Parity, nails it when she says DEI isn’t a “replacement strategy.” Quince points out that middle managers have the most direct influence on whether employees feel included and able to advance. She emphasizes the need for companies to hold middle managers accountable for their DEI efforts. Use tools like engagement surveys to measure leaders’ impact and spot those who excel at inclusive leadership. Then, replicate their success by teaching key skills like trustworthiness and transparency. And let’s be real—one-off bias training isn’t enough. True inclusion requires making these principles part of daily leadership.
7. Forget “Culture Fit”—Think “Culture Add”
Stop hiring people who just mirror your current team. That’s the fast track to creating a stagnant workforce. Instead, think about what each candidate can bring to the table that’s different. The goal is to build a team that’s stronger because of its diversity, not in spite of it.
“Culture add” is where the future of your success is. You want people who bring something fresh—new ideas, different experiences, the kind of stuff that shakes things up and drives innovation. Look at Facebook for example. They flipped their whole hiring approach. Instead of just going for cultural fit, they started looking for people who aligned with their core values but also brought new perspectives to the table. They even rolled out unconscious bias training to make sure diversity wasn’t just another lip service. When you’re interviewing, the key question should be: What’s this candidate bringing that we don’t already have? If your answer is “they’ll fit right in,” guess what? You’ve probably just let your next big opportunity walk out the door.
8. Address Concerns—Don’t Sweep Them Under the Rug
When employees raise concerns, listen. And then do something about it. This is where empathy and action come together. Whether it’s a complaint about a microaggression or a systemic issue, you have to take it seriously.
Take Starbucks as an example. In 2018, after a racial bias incident at one of their stores, the company didn’t just issue an apology. They shut down 8,000 stores for a day to conduct racial bias training for employees. It was a bold move that sent a clear message. “We hear you, and we’re doing something about it.”. What might seem minor to one person can be a major issue for someone else. By validating concerns and responding with real action, you build trust and show that inclusivity isn’t just corporate speak—it’s real.
9. Flexible Work Isn’t a Perk—It’s a Necessity
Flexibility is one of the biggest factors in creating an inclusive work environment. Everyone’s juggling different priorities. Whether it’s child care, elder care, or simply wanting a better work-life balance. Offering flexible work arrangements lets your employees manage their lives in a way that works for them.
Take a look at Salesforce. After the pandemic, they rolled out a permanent hybrid work model, recognizing that flexibility isn’t just a trend but a long-term shift in how we work. They understood that to keep top talent, they had to offer a work environment that adapts to people’s needs, not the other way around. If you’re not offering flexibility, your competitors probably are. And they’re poaching your talent while you’re stuck in the 9-to-5 mindset.
10. Keep Education on the Front Burner
One-off workshops on unconscious bias aren’t enough. Inclusion education should be an ongoing commitment. Regular training sessions, workshops, and continuous dialogues are crucial for maintaining focus on inclusivity and adapting to new challenges.
After Starbucks faced criticism for racial bias, they implemented a nationwide training program for all employees, focusing on both awareness and actionable strategies. This wasn’t a one-time fix. Starbucks has committed to regular, updated training and open discussions on inclusivity.
11. Create Safe Spaces for Honest Dialogue
If your employees don’t feel like they can speak openly about their experiences, you’re not going to get anywhere. Establish forums where people can talk about their concerns, ideas, and experiences without fear of judgment or reprisal.
Consider what’s happening at LinkedIn. They’ve implemented regular “Inclusion Insights” sessions where employees can share their experiences and challenges related to diversity and inclusion. These forums are designed to be open, respectful spaces where difficult conversations can happen, and feedback is valued. These safe spaces allow for the kind of honest conversations that lead to real change.
12. Lead with Empathy
Effective leaders don’t just listen; they understand. They engage in two-way conversations and genuinely care about the experiences of their employees. Leading with empathy is a powerful tool for driving real change in diversity and inclusion.
Look at how Howard Schultz led Starbucks. Schultz’s commitment to empathy went beyond just listening; he actively sought to understand and address the diverse needs of his employees. When Starbucks faced backlash over racial bias incidents, Schultz took immediate action by closing all stores for a day to conduct racial bias training, showing that he valued and acted upon employees’ experiences and concerns.
Inclusivity Is More Than a Trend
Think of inclusivity as the foundation for a thriving culture where diverse perspectives spark innovation, drive better problem-solving, and keep your team engaged. At Commit HR, we’re here to help you integrate inclusivity into your business strategy, not as a checklist, but as a core value that drives real results. Our tools and insights are here to help you get this right, transforming your workplace into a space where every employee feels they truly belong. So, stop treating inclusivity as a trend and start seeing it as a plan for your company’s long-term success.
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