Tips for Building Better Workplace Inclusion in 2025

Workplace inclusion is a matter of good business. Studies show that creating and upholding inclusive environments benefits both employees and companies—reducing attrition, improving performance, and boosting financial outcomes.

The benefits of workplace inclusion are clear and far-reaching, positively impacting:

1. Employee engagement: Inclusive workplaces see higher levels of employee engagement. Employees who feel valued and respected are more motivated and committed to organizations.
2. Retention: Companies that prioritize inclusion experience better retention rates. Deloitte recently found that 69% of Millenials and Gen Z employees are more likely to stay 5+ years if a company has a diverse workforce.
3. Innovation: Diversity of thought stemming from inclusive practices fosters innovation. Diverse teams are better equipped to generate a broader range of ideas to solve complex problems.
4. Talent acquisition: An inclusive brand reputation makes companies more attractive to top talent. Prospective employees are drawn to environments where they anticipate opportunities for growth. 
5. Financial performance: There is a strong correlation between workplace inclusion and improved financial outcomes, with inclusive companies often seeing increased revenue growth, profitability, and market share. A study from McKinsey shows that ethnically and gender-diverse companies are 36% and 25% more likely, respectively, to financially outperform less-diverse competitors.

By understanding the benefits of an inclusive work environment and how to create a more inclusive workplace, you can positively impact your organization and its mission.

5 Ways To Foster Workplace Inclusion

Looking for ways to build a more inclusive team? Incorporating a few best practices into policy curation and development can make a massive difference. 

1. Create a Detailed Workplace Inclusion Policy

Workplace inclusion is all about building an environment where people value the individual experience, diverse backgrounds, and unique perspectives. It means ensuring all employees, regardless of their background, identity, or abilities, feel welcomed, respected, and able to participate in organizational life. 

The key to creating effective workplace inclusivity is getting specific. A detailed workplace inclusion policy helps companies define their DEI mission and set employee and customer expectations. Be sure to take the following details into account when developing workplace inclusion policies: 

• Definitions: Define common aspects of DEI as they relate to your organization, considering equity, belonging, inclusion, and accessibility.
• Non-discrimination: Outline a non-discrimination policy that applies to all aspects of employment, from hiring practices to promotions, training opportunities, and terminations.
• Accommodations: Detail how you’ll accommodate employees with disabilities or those requiring adjustments due to religious practices or other needs.
• Hiring practices: Describe the steps your organization will take to ensure fair and inclusive hiring practices, such as establishing diverse interview panels or partnerships with organizations that can help ensure a diverse talent pool.
• Training and education programs: Implement DEIB training programs on unconscious bias and cultural competency. Since 92% of leaders believe that strategic workforce education helps companies achieve inclusion goals, providing ongoing learning opportunities is essential. 
• Employee resource groups (ERGs): Encourage the formation of ERGs to support employees from different backgrounds and ensure they have a voice in the workplace.
• Feedback mechanisms: Establish clear channels through which employees can report discrimination or harassment without fear of retaliation. Regular employee surveys are effective tools for gauging employee sentiment on inclusivity issues.
• Performance metrics: Set metrics for evaluating workplace inclusion and measuring your initiatives’ progress. Include these metrics in leadership performance evaluations.
• Leadership accountability: Hold business leaders accountable for fostering an inclusive environment through their actions and decisions by incorporating DEI objectives into the performance management process.
• Communications strategies: Develop a strategy for communicating DEI efforts internally and externally. Communication helps reinforce the importance of these issues within your corporate culture.

Incorporating well-defined elements into workplace inclusion policies helps establish a supportive environment that values each individual’s unique contributions, driving innovation and success.

2. Promote Inclusive Leadership

Empowering leaders to promote inclusion is an effective way to encourage more inclusive practices throughout the workplace. Inclusive managers foster an environment of psychological safety, where employees feel encouraged to be their authentic selves, share their perspectives, and create with confidence. When leaders champion these values, it leads to increased employee engagement, satisfaction, and retention. The broader positive impact is organizational growth driven by diverse thought and talent. 

3. Invest in Employee Growth Across the Board

Investing in talent and skill development is foundational to inclusivity. A comprehensive approach to professional development ensures all team members have access to resources and opportunities for personal and organizational success. By prioritizing a strategy that values everyone’s potential, organizations cultivate a growth mindset that encourages continuous improvement. 

4. Schedule Ongoing Inclusion Training

Maintaining a consistent inclusive education schedule helps keep inclusion at the forefront of workplace discussions and decision-making. It ensures awareness and understanding of these principles are continually prioritized, promoting an environment where every employee feels valued and seen. 

5. Adopt Inclusive Hiring and Recruiting Practices

Prioritizing inclusive hiring practices is essential to building a vibrant, innovative workplace. Embracing diversity not only enriches company culture but also enhances problem-solving and creativity. By welcoming varied perspectives, you create an environment where everyone feels empowered, driving your organization toward greater success and unity.

To increase inclusivity within the hiring process, consider implementing the following practices: 

• Offer inclusive job descriptions and advertisements
• Prioritize skills and potential over pedigree
• Implement bias-free recruitment processes
• Use diverse interview panels for different perspectives
• Foster partnerships with diverse professional organizations
• Establish mentorship programs to help new employees level up
• Encourage employee referrals from all staff levels
• Set clear hiring goals regarding inclusion

What Does Workplace Inclusion Look Like?

For some, an inclusive workplace culture means accommodating different experiences or beliefs. For others, it means ensuring accommodations and allyship to help underrepresented groups feel at home. The reality is that inclusion involves many efforts that all happen simultaneously. 

Workplaces can promote inclusive behaviors by: 

• Creating spaces for open dialogue and feedback among all employees
• Implementing flexible work arrangements to accommodate different needs
• Ensuring equal access to professional development opportunities
• Actively promoting a culture of respect, where diverse perspectives are valued
• Establishing employee resource groups for various underrepresented communities
• Regularly reviewing and updating policies to ensure they are inclusive and equitable

Workplace inclusion fosters a sense of belonging among employees and significantly boosts productivity and innovation. Companies prioritizing psychological safety report improved employee performance, and diverse teams can outperform their homogenous counterparts in problem-solving tasks. Thus, there are compelling reasons to prioritize inclusive practices.

Inclusive Success in the Real World

It’s easy to find real examples of the power of workplace inclusion, including success stories from Paradigm clients. One such example is Solution Tree, an online resource startup for K-12 education that provides professional development, online courses, and education books for teachers. The company first implemented DEI initiatives in 2020 in response to the racial injustice movement. 

Solution Tree introduced several well-considered DEI activities, including monthly staff discussions and online training, to promote a greater understanding of DEI topics. Employee engagement in these opportunities via feedback sessions and inclusive-content book clubs led to a 75% increase in hiring candidates from underrepresented backgrounds. 

Ely, a leader at Solution Tree, noted broader diversity in candidate pools and improved success in advancing diverse candidates through the hiring process. Within 8 months, the company saw significant progress in DEI efforts, with overwhelmingly positive feedback from stakeholders as well as a stronger, more inclusive workforce.

How To Measure Workplace Inclusion

Measuring workplace inclusion efforts helps teams and leaders see how they benefit individual employees and the larger workplace environment. Knowing which metrics to measure can aid you in celebrating initiatives’ success and identifying areas for improvement.

1. Employee Surveys and Feedback

Deploy anonymous surveys to understand employees’ views on inclusion, equity, and diversity in the workplace. Include questions about belonging, experiences with bias, and the effectiveness of inclusive culture programs. Analyze this data over time to track changes in sentiment and pinpoint areas for improvement.

2. Representation Metrics

Measure the demographic makeup of your workforce at all levels, from entry-level positions to senior leadership. Track changes in gender, race, ethnicity, disability status, veteran status, and other demographics relevant to your organization’s inclusion goals. Compare these metrics against industry benchmarks to highlight areas of success and opportunities to increase diversity.

3. Retention Rates by Demographic

Track retention rates over time to reveal different groups’ tenure and uncover insights regarding inclusivity. High turnover rates within specific demographic groups may indicate underlying issues with the workplace environment or advancement opportunities. Retention rates can also illustrate the impact of DEI initiatives on employee satisfaction and loyalty.

4. Promotion and Advancement Analytics

Analyze promotion rates across different demographics to assess equitable advancement opportunities within your organization. Disparities in promotion rates can signal whether potential biases or systemic barriers are impacting certain groups. This metric helps ensure that DEI efforts translate into career progression opportunities for underrepresented employees.

5. DEI Training Effectiveness 

Evaluate how DEI training sessions and programs drive awareness,  motivation, and enablement. This could involve post-training surveys, focus groups, or reviewing changes in reported incidents related to discrimination or bias after training.

Overcoming Workplace Inclusion Challenges

While striving for workplace inclusion, it’s essential to recognize that efforts can sometimes lead to friction. This resistance doesn’t necessarily reflect a lack of allyship but may stem from apprehensions or misconceptions about inclusion efforts. For instance, employees might feel anxious about changes to established norms or fear that inclusivity efforts could inadvertently marginalize their own experiences and contributions. 

A few common misunderstandings about the goals and benefits of inclusion initiatives that may contribute to skepticism or pushback include:

• Resistance to change: Employees and management may resist inclusion initiatives due to discomfort with changing long-standing practices.
• Implicit bias: Unconscious biases can lead to resistance against inclusion efforts, as individuals may not recognize their own prejudices.
• Lack of clear metrics: Without clear, measurable goals, organizations can struggle to assess the effectiveness of their inclusion strategies, leading to skepticism about their value.
• Tokenism: Efforts to increase diversity may be perceived as insincere or superficial, reducing trust in the initiative’s intentions.
• Cultural barriers: Differences in cultural backgrounds can create misunderstandings and resistance to inclusive practices.
• Inconsistent leadership: When leadership does not consistently support or model inclusive behavior, it can undermine efforts and create resistance. Inclusive managers spur inclusivity throughout the org chart.
• Zero-sum thinking: Making room for underrepresented groups can generate resistance based on a perception that opportunities for others mean fewer chances for oneself.
• Fear of making mistakes:​​ Nervousness over inclusion missteps (such as using the wrong pronouns with a colleague or repeating a racial stereotype) may lead people to withdraw from participation in diversity and inclusion activities. 

Build a More Inclusive Workplace With Paradigm

To navigate the challenges of building a more inclusive workplace, communicate early and often. Ensure all employees understand the value of diversity and inclusion—not just as moral imperatives but as strategic advantages. By building a more inclusive work culture that recognizes and respects the unique contributions of every employee, your company can attract and retain top talent, increase innovation, and benefit from improved financial performance.

If you’re excited to increase workplace inclusion and unlock its many benefits, contact us to learn more. 

February 24, 2025

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