How to Promote Inclusion in the Workplace?
Companies from around the world are hiring people from diverse ranges. It is important to respect and understand others cultures so we can work alongside them nicely and respectfully. As important it is for company’s respect employees work need that accommodate their wellbeing i.e. ramps for wheelchair bound workers, smoking shelters for smokers, prayer rooms for Muslims, it is also important to note special occasions. For instance, Christmas and easter are a very well-known holiday that take place in the Gregorian calendar. If you’re an employer, you need to keep your eyes peeled for other beliefs too such as Ramadan, Chinese New year, Diwali and other festivals that are important to your workers. Employees end up working in teams and therefore collaboration requires trust and understanding to promote good practice.
At ASB, we understand that diverse teams bring a wealth of perspectives, skills, and lived experiences. But inclusion isn’t just about who’s in the room—it’s about whether every individual feels heard, respected, and valued.
What Does Workplace Inclusion Really Mean?
Inclusion goes beyond diversity. While diversity is about representation—gender, ethnicity, age, background, or ability—inclusion is about belonging. It’s about ensuring all members of a team have equal access to opportunities, feel psychologically safe, and can contribute meaningfully.
In practical terms, workplace inclusion involves:
- Recognising and accommodating different communication styles.
- Offering equitable access to professional development.
- Creating channels for open feedback and collaboration.
- Respecting cultural, religious, and personal differences.
The Business Case for Inclusion
Numerous studies support what many already know instinctively: inclusive workplaces perform better. Inclusive companies are more likely to attract top talent, retain employees, and foster innovation. In sectors like security consulting—where detail, accountability, and collaboration are key—this has a direct impact on client trust and performance outcomes.
Inclusion also reduces the risk of groupthink. When people with different experiences and worldviews are empowered to speak up, organisations are better able to assess risk, anticipate challenges, and find holistic solutions.
Start with Leadership
Leaders set the tone for inclusion. It starts with self-awareness—understanding one’s own biases and being open to learning. Leaders who actively listen, invite dialogue, and demonstrate empathy create a ripple effect throughout their teams.
Inclusive leadership also means advocating for fair policies and ensuring hiring, evaluation, and promotion processes are transparent and equitable.
Practical Ways to Foster Inclusion
Here are a few simple, effective steps that organisations—large or small—can take to embed inclusion in everyday operations:
1. Create a Culture of Belonging
Make inclusion a part of the organisational values. Regularly communicate its importance and model inclusive behaviour in meetings, decision-making, and conflict resolution.
2. Invest in Training
Provide regular training on unconscious bias, inclusive language, and cross-cultural communication. This should be a continuous process, not a one-off event.
3. Mark Important Cultural and Religious Dates
An inclusive workplace acknowledges the significance of different cultural and religious observances. Adding key dates to the company calendar—such as Diwali, Hanukkah, Eid, or even lesser-known months like Rabi al-Awwal—can show genuine respect and support for team members’ identities. It also offers an opportunity to educate and bring the team together in meaningful ways.
4. Offer Flexible Working Arrangements
Where possible, allow flexible hours, remote work, and leave for religious or cultural reasons. This signals trust and empathy and can boost morale and productivity.
5. Ensure Representation
Diverse hiring panels, mentorship programmes for underrepresented groups, and internal networks can help create an environment where everyone has the chance to thrive.
Inclusion is an Ongoing Commitment
Promoting inclusion isn’t a checkbox—it’s an ongoing process. It requires regular reflection, feedback, and the willingness to evolve. By making inclusion part of our strategic priorities, we not only build better teams but also strengthen our collective impact as professionals in a critical field.
As consultants, advisors, and leaders, we must lead by example—cultivating workplaces that not only reflect the world we live in but also shape the world we want to see.
We hope you feel more confident after reading this blog, even if you apply one tip, it will take you very far in leadership as paying attention to others personal beliefs that impact their everyday life and most definitely the way they show up to work will help you bring out the best from your employees.