How to Build an Inclusive Workplace: Best Practices for HR Leaders

Why Inclusion Matters in Today’s Workplace

Inclusion isn’t just a buzzword—it’s a business necessity. Research by McKinsey & Company shows that companies in the top quartile for gender diversity are 25% more likely to outperform their competitors, while those in the top quartile for ethnic diversity are 36% more likely to achieve above-average profitability. Employees who feel included are also 35% more engaged and 28% more productive, according to a 2023 report by Gallup.

Despite these clear benefits, many companies still struggle to create a truly inclusive workplace. Inclusion goes beyond hiring diverse employees; it’s about fostering a culture where every individual feels valued, respected, and empowered to contribute their best work. This is where HR plays a crucial role in driving meaningful change.

How to Build an Inclusive Workplace Culture

1. Foster a Culture of Belonging

Creating an inclusive workplace starts with belonging—the feeling that every employee is accepted and appreciated for who they are. Employees who feel they belong are 167% more likely to recommend their company as a great place to work, according to a BetterUp study.

To build this culture, HR leaders should:

• Encourage open communication and active listening.

• Celebrate diverse cultural events and holidays to acknowledge different backgrounds.

• Promote employee resource groups (ERGs) that support underrepresented communities.

• Recognize and reward employees for inclusive behaviors.

A great example is Microsoft, which has implemented company-wide inclusion initiatives, including an annual "Inclusion Week" to educate employees and foster connections across diverse backgrounds.

2. Implement Inclusive Hiring Practices

Unconscious bias in hiring can prevent organizations from attracting the best talent. To combat this, HR should:

• Use blind resume screening to focus on skills and experience rather than names, genders, or backgrounds.

• Train hiring managers on unconscious bias and inclusive interview techniques.

• Ensure interview panels are diverse, offering different perspectives during candidate evaluations.

• Write inclusive job descriptions that avoid gendered or exclusionary language.

Companies like Salesforce have successfully implemented bias-free hiring practices, ensuring more equitable recruitment and retention rates.

3. Provide Continuous DEI Training

Diversity, Equity, and Inclusion (DEI) training should not be a one-time event. Ongoing education helps employees understand biases, foster empathy, and build an inclusive mindset. Effective DEI training should include:

• Unconscious bias awareness sessions to help employees recognize and challenge their own biases.

• Cultural competency training to navigate cross-cultural communication effectively.

• Inclusive leadership training for managers to develop equitable decision-making skills.

Accenture, for example, has implemented mandatory DEI training for all employees and reports that over 90% of its workforce feels more confident in contributing to an inclusive culture as a result.

4. Encourage Open Dialogue and Feedback

Inclusion thrives in environments where employees feel safe expressing their opinions. HR can facilitate this by:

• Establishing anonymous feedback channels to allow employees to voice concerns without fear.

• Holding regular DEI forums or town hall meetings to discuss challenges and solutions.

• Encouraging leadership transparency by having executives openly discuss DEI progress and goals.

Google, for instance, has developed "Employee Voice" surveys that capture insights into workplace inclusivity and help drive meaningful changes.

5. Offer Equitable Growth Opportunities

Career progression should be equitable, meaning all employees have equal access to promotions, leadership development, and mentorship. HR teams should:

• Conduct pay equity audits to ensure fair compensation across all demographics.

• Provide mentorship programs that connect underrepresented employees with leadership.

• Create leadership training opportunities tailored to diverse talent.

Deloitte has introduced leadership programs specifically designed to support women and minority employees, resulting in higher promotion rates among these groups.

6. Make Workplaces More Accessible

Accessibility goes beyond physical accommodations—it also includes digital accessibility, mental health support, and flexible work options. Organizations can enhance accessibility by:

• Ensuring office spaces and digital tools are ADA-compliant.

• Offering flexible work arrangements, such as remote work and alternative schedules.

• Providing mental health resources, such as Employee Assistance Programs (EAPs).

Companies like Google and Facebook have invested in workplace accessibility by providing assistive technologies for employees with disabilities.

Measuring Inclusion: How HR Can Track Progress

To ensure DEI efforts are making a real impact, HR professionals should rely on data-driven insights. Here’s how:

• Conduct Employee Engagement Surveys: Use tools like Sorwe to collect feedback on employees' sense of belonging and inclusion.

• Analyze Diversity Metrics: Track hiring, promotion, and retention rates across different demographic groups.

• Monitor Employee Feedback Trends: Regularly review exit interviews and internal feedback channels.

• Set Clear DEI Goals: Define measurable inclusion objectives and track progress over time.

By continuously measuring and refining strategies, HR teams can build a workplace where everyone thrives.

Final Thoughts: The Role of HR in Building an Inclusive Future

Inclusion isn’t just a corporate initiative—it’s a commitment to creating a better workplace for all. HR leaders play a pivotal role in fostering an environment where diversity is celebrated, equity is prioritized, and inclusion is embedded in company culture.

By implementing inclusive hiring, offering DEI training, promoting open dialogue, and measuring progress, organizations can boost employee engagement, drive innovation, and achieve long-term success.

Now is the time for HR professionals to lead the way in making workplaces genuinely inclusive for everyone.