7 ways employers can improve workplace inclusion

Creating an inclusive workplace culture is more than just the right thing to do; it supports business-critical outcomes such as employee morale, staff retention and talent attraction. In fact, when considering a new role, almost a third (31%) of professionals say that having a clear commitment to DE&I (diversity, equity and inclusion) makes an organisation more appealing, according to our 2025 Salary and Recruiting Trends guide.

The benefits of an inclusive workplace are well established, yet implementing lasting change can be a complex challenge. One thing is certain: creating a truly inclusive workplace starts at the top. As an employer, your leadership can directly influence how inclusive and equitable your work environment is. Here are seven impactful ways you can create an inclusive culture where everyone feels valued and heard:

1. Lead with openness and authenticity

As a leader, your willingness to share aspects of your identity, lived experiences and personal values sets a powerful precedent. For example, sharing your pronouns on your email signature and LinkedIn profile can show solidarity with non-binary or transgender colleagues and normalise differences in the workplace. When openness is modelled by senior leaders, it can help to build trust and psychological safety across the whole organisation.

2. Strengthen cross-team connection and collaboration

In today’s hybrid and remote work environments, spontaneous interactions can be less common. To encourage stronger connections across departments and locations, create intentional opportunities – such as cross-functional projects, mentoring programmes and regular knowledge-sharing sessions. These initiatives can help build trust, improve communication, and create more collaborative workforces.

3. Celebrate those driving inclusion forward

Recognising employees who champion inclusion sends a clear message about what your organisation values. Whether those employees are taking big steps towards a more inclusive workplace – such as leading inclusion networks or organising events – or are contributing through smaller everyday acts of kindness, their efforts shouldn’t go unnoticed. Formal recognition, such as awards or performance incentives, can reinforce the value your organisation places on inclusive behaviour.

4. Diversify your leadership pipeline and networks

Inclusive leadership begins with who you surround yourself with. By actively expanding your professional networks and mentorship circles to include individuals from underrepresented backgrounds, you’ll gain richer perspectives, develop a deeper understanding of others’ lived experiences, and pave the way for diverse talent to rise through the ranks.

5. Invest in DE&I learning and development

We all have a responsibility to learn more about the struggles that others face and the role we can play in creating inclusive cultures, both inside and outside of the workplace. It shouldn’t fall solely on those with lived experiences of exclusion to educate others. As an employer, inclusion education should be a core part of your leadership development strategy – for yourself and your teams. Training on DE&I topics, such as unconscious bias and inclusive leadership, should be continuous and embedded in your organisation’s values.

6. Model allyship at the leadership level

Allyship matters at every level, but when it’s visible from senior leaders, it can be especially powerful. Listening to employee feedback, amplifying underrepresented voices and taking steps to address inequities are all ways to show your commitment. When allyship is modelled at the top, it encourages meaningful conversations and empowers others to follow suit.

7. Commit to long-term inclusion initiatives

Inclusive workplaces don’t happen by accident – they’re built through intentional leadership, ongoing commitment and a willingness to evolve. By embedding inclusion into your organisational strategy, you can create a culture where every employee can thrive.

To explore how your organisation can strengthen its DE&I strategy, get in touch with our team.

And join our LinkedIn network HR Insights with Hays to connect with like-minded professionals and explore how HR trends are shaping the future of work.