How to Build an Inclusive Culture to Spur Better Performance

Want to give every candidate and employee a warm welcome? It starts with building trust and inclusion within your workplace. But inclusive culture-building isn’t all about feel-good metrics—its practices create a foundation for a thriving, productive workforce where every employee can share their talents and contribute to organizational success. 

The impact of inclusive culture can be felt from the top of the org chart all the way to the bottom line. Simply put, building a culture of inclusion strengthens employee loyalty, resulting in better performance for your team and your brand. By understanding the importance of an inclusive company culture and taking steps to boost your culture-building efforts, your organization can tap into increased collaboration, innovation, and growth. 

How an Inclusive Culture Drives Better Employee Performance

An inclusive culture is one where every employee feels they belong, have a voice, are treated fairly, and have opportunities to grow. Workplaces that strive for inclusion create environments that allow employees to perform at their best. 

Top 7 Benefits of Inclusive Culture in the Workplace

A company’s DEI (diversity, equity, and inclusion) efforts create positive business outcomes that benefit everybody. They give employees a sense of security while fostering the conditions for employers’ financial and reputational success. Inclusivity impacts many aspects of work, but these seven features of inclusive workplaces make them enjoyable, high-performing places to make a living:

1. Enhanced creativity and innovation: Employees in inclusive environments often feel more comfortable sharing their perspectives, leading to unique ideas that fuel creativity. Less visible differences like personality, attitude, beliefs, and values, also known as “deep-level” cultural diversity, can positively impact team innovation.
2. Increased employee engagement: Studies show that when employees feel valued and included, they are up to 10x more engaged with their work. This heightened engagement leads to greater productivity and improved overall performance.
3. Improved retention rates: Inclusive cultures reduce turnover by fostering a sense of belonging, which reduces hiring and training costs. Nearly 70% of Gen Z and millennials report being likely to stay 5 or more years with a company that has a diverse workforce.
4. Better decision-making: When team members bring their authentic selves to work, they also bring valuable perspectives. Inclusive thinking can improve business decisions up to 87% of the time, leading to more effective strategies and better business outcomes.
5. Higher employee satisfaction: Feeling respected and included boosts employee morale, translating into greater job satisfaction. This satisfaction makes employees more motivated to excel in their roles.
6. Stronger candidate quality: Organizations known for their inclusive cultures attract candidates from a broader talent pool, including highly skilled professionals who value the increased innovation that comes with diversity.
7. Enhanced brand reputation: Companies that champion inclusivity not only improve their internal culture but also enhance their external reputation. This positive image can attract new business opportunities and increase customer loyalty. In fact, companies with diverse leadership are 48% more likely to report increased financial performance.

What does an inclusive culture look like?

An “all are welcome here” sticker on an office door is a nice gesture, but true inclusivity goes beyond surface-level symbols. When an inclusive culture is deeply embedded in a successful workplace, there are clear signs the office embraces belonging and diversity. 

• Representation throughout organizational levels: Diversity across staff and leadership roles reflects a commitment to inclusivity beyond entry-level positions.
• Support from leadership: Senior leaders who actively engage in inclusion initiatives and advocate for equity set an example that influences the entire company.
• A culture of dialogue and feedback: Regular open forums, surveys, and meetings dedicated to discussing employee experience and organizational culture indicate the company values diverse perspectives and wants to improve its practices.
• A focus on inclusive language: Inclusive language that avoids gendered speech and promotes diverse forms of address that help create a welcoming and secure environment for employees and customers.
• Equal opportunities for growth: Providing cultural diversity training and equitable career development opportunities ensures all employees have access to inclusive resources, regardless of their backgrounds or identities.
• Inclusive holidays and celebrations: Taking time to acknowledge and celebrate various cultural holidays and events demonstrates respect for the different cultures and identities within a diverse workforce.
• Equitable policies and practices: Inclusive hiring practices and operational practices indicate a company is committed to accommodating diverse employee needs and preventing discrimination.
• Access to support networks and resource groups: Affinity groups or employee resource groups (ERGs) for minorities, women, LGBTQIA+ employees, and other communities show a commitment to supporting inclusivity.
• Investment in DEIB training programs: Ongoing education on unconscious bias, cultural competency, and inclusive communication indicates a company values all its employees. Offering diversity training is one of the best ways to ensure a safe and respectful workplace. 

7 Strategies to Build a More Inclusive Culture

There are several ways to increase inclusion and belonging in your workplace, and many require only a modest investment of time and resources. By incorporating a few strategies that help foster a more inclusive work culture, you can achieve great results without excessive effort.

1. Ask for Employee Input and Feedback

Asking for feedback allows organizations to gain a firsthand understanding of employees’ experiences and concerns. Regular, open dialogue ensures everyone has a voice and provides specific avenues that can help further performance and success.

The following actions can help organizations implement changes based on collected data:

• Share feedback, incorporate it into performance and development plans, and establish regular follow-up mechanisms.

• Integrate feedback into strategic planning sessions and create cross-functional, diverse teams to address specific themes.

2. Prioritize Leadership Buy-In

Every member of an organization has a part to play in inclusive team-building, but it’s the executive and senior leadership teams that set the tone. Empowering leaders with inclusivity training gives them the resources to share these core values with their teams.

Here are some signs that a leader or executive “walks the walk” of inclusion: 

• They talk about why inclusion matters to them and the organization 
• They promote open discussions and structure meetings so everyone has a voice
• They recognize achievements 
• They support and learn about underrepresented groups
• They provide inclusive mentorship and career advancement opportunities 
• They ensure policies are fair for everyone

3. Create Equitable Hiring and Recruiting Processes

Equitable hiring and recruiting processes are essential for establishing a strong foundation for future inclusiveness. By implementing fair and inclusive practices, companies can tap into a more diverse talent pool. 

This not only ensures fair access to employment opportunities but also brings a wealth of perspective, experience, and talent that helps drive growth. Building inclusive cultures from the ground up lets brands unlock the many business benefits of inclusion. 

4. Establish Mentorship Programs

Inclusive mentorship programs are powerful catalysts for personal and professional development. They bridge gaps between groups, fostering an environment where unique perspectives are valued. 

Inclusive mentorships enable all individuals to access guidance, support, and opportunities that might otherwise be out of reach. They enrich mentees’ growth and enhance mentors’ understanding of diversity, creating a more cohesive and inclusive work environment.

5. Provide Continuous Education and Training

Education on inclusion topics is central to cultivating an inclusive workplace culture. Training on sexual harassment prevention, allyship, and disability awareness equips employees with tools to understand the issues facing underrepresented communities, helping create a safe and thriving workplace for all. 

6. Create Inclusive Benefits Offerings

How an organization structures its benefits and compensation plans says a lot about what it values. Offering benefits that cater to diverse needs demonstrates a commitment to individuals’ unique circumstances and serves as a differentiator in competitive hiring markets.

Consider these approaches to ensure equity in your benefits packages:

1. Offer flexible working hours to accommodate various lifestyles and responsibilities.
2. Expand health insurance to cover mental health services, fertility treatments, adoption support, and gender-affirming care.
3. Provide generous parental leave policies for all birth, adoptive, and foster parents.
4. Establish retirement plans with early retirement options, and offer financial planning resources tailored to diverse needs.
5. Implement employee resource groups (ERGs) focused on supporting different communities within the workplace.
6. Establish a comprehensive anti-discrimination policy to ensure a safe working environment for everyone.
7. Create professional development opportunities accessible to all employees.
8. Add mental health days alongside regular sick leave to promote the importance of mental well-being.

7. Improve Physical and Digital Accessibility

Accessibility is gaining visibility and awareness as companies look for better ways to connect with and support their workforce. While all businesses must meet federal accessibility standards under the Americans with Disabilities Act (ADA), there are many ways to go beyond the standard to create more inclusive workplaces. 

Accessibility can be broken into two main categories: 

• Physical accessibility: Designing spaces and facilities so individuals with disabilities or mobility issues can move freely and safely
• Digital accessibility:  Ensuring websites, applications, and digital tools are easily usable by people with a wide range of disabilities

Physical Accessibility

Physical accessibility and accommodations are crucial for people with physical or cognitive disabilities. Consider the following to create an inclusive environment that goes beyond minimum requirements:

• Adjustable workstations: Provide height-adjustable desks and workstations to make employees who use wheelchairs or prefer to stand more comfortable. 
• Ergonomic office equipment: Offer ergonomic chairs, keyboards, and mouse devices to cater to various needs and prevent strain or injury.
• Visual aids and signage: Use signage with large print, braille, and high-contrast colors to accommodate a range of needs.
• Emergency preparedness plans: Develop emergency evacuation plans that address the needs of employees with disabilities, including designated safe areas and assistance protocols.
• Designated quiet spaces: Create quiet zones where all employees, including those with autism, ADHD, or sensory sensitivities, can get relief from sensory overload.
• Remote work flexibility: Offer remote work options with the necessary technology and tools so every team member, including those whose disabilities make commuting challenging, can effectively perform their duties from home.
• Lactation spaces: Provide ADA-compliant spaces for nursing and lactation, giving new parents the privacy and safety to care for children while they’re at the office.
• Prayer areas: Create a private space for employees to practice religious devotion during the workday. Be sure to designate the space for this purpose during regular observation times. 

Digital Accessibility

While physical accessibility standards are ubiquitous, digital accessibility is an emerging focus. Each of the following is an important way to increase online accessibility: 

• Alternative text for images and graphics to assist users who rely on screen readers
• Keyboard-only website navigation for those unable to use a mouse
• Content with clear and simple language to improve readability for users with cognitive disabilities
• Closed captions and transcripts for video content
• Color contrast standards that make text easily distinguishable for users with visual impairments
• Accessible forms with labeled fields and clear instructions
• Digital properties that comply with the latest Web Content Accessibility Guidelines (WCAG)

Paradigm’s Approach to Building Inclusive Cultures

Paradigm helps employers build and sustain more inclusive workplaces through training and inclusive data analytics. This approach aids teams in identifying gaps in their practices, implementing better policies, and demonstrating the positive impact of inclusion efforts. 

Learn more about Paradigm’s blended learning platform and consulting services to create a workplace experience that welcomes success.

June 19, 2025

If you’re interested in more information about inclusive culture, contact us today!