Having a diverse team isn't about looking good in the company brochure... or putting people of colour front and centre (but only on your billboard). It's about playing a genuine long game. The companies that are succeeding? Regardless of background or appearance, they are the ones where everyone feels like they belong.

The problem is that it's simple to declare your enthusiasm for an inclusive workplace. As an effective leader, are you facilitating it? That's the point of complexity. So, what does this mean for you as a leader? More importantly, how can you make all of this conversation into something that will strengthen your company as a point of difference or that your staff can benefit from?

DEIB What?

Let’s quickly recap on the definition of DEIB — Diversity, Equity, Inclusion and Belonging, the facets of organisational frameworks which seek to promote the fair treatment and full participation of everyone at work, and in our wider societies.

  • Diversity encompasses the gathering of individuals from various backgrounds, including different races, genders, religious beliefs, sexual orientations, visible and invisible disabilities, class, and status.
  • Equity is based on the recognition that equal treatment or resources may not result in equal outcomes. While people may share similar aspirations, their paths may differ, and some may face more challenges and barriers than others.
  • Inclusion means thoughtfully embracing diversity. It involves acknowledging and valuing everyone's talents, providing opportunities for involvement, and respecting and considering their perspectives.
  • Belonging unites diversity, equity, and inclusion. It involves respecting, valuing, and embracing each group member while allowing them to be their authentic selves. Belonging is about fostering a sense of shared community.

READ MORE: DEIB speakers to supercharge your efforts.

Why Bother with Inclusive Leadership?

First off, let's talk about why this matters. Inclusion is not about ticking boxes or looking good on paper. Inclusive leadership drives genuine results that can inspire and motivate you and your team:

  1. Fresh Ideas: When you've got a mix of perspectives, you're not just rehashing the same old solutions. Diverse teams come up with ideas you might never have thought of otherwise.
  2. Happier Teams: People stick around when they feel valued. It's that simple. When employees see themselves represented and heard, they're more likely to give their all.
  3. Better Decisions: Have you ever been in a room where everyone agrees too quickly? That's a red flag. Diverse leadership teams challenge assumptions and consider angles others might miss.
  4. Wider Reach: Understanding different markets isn't just about research — it's about having people on your team who understand them firsthand. This can open doors to new customers and opportunities.
  5. Top Talent: The best people want to work for companies that promote inclusion. It's becoming a major factor in where people choose to work.

Inclusive Leadership: Practical Steps

Okay, so how do you actually make this work? Here are four approaches that cut through the fluff:

Open Up the Conversation: 

Forget suggestion boxes and annual surveys. Create regular, informal channels for people to speak up:

  • Hold "no-agenda" team check-ins where anyone can bring up issues
  • Be the first to admit when you don't know something—it encourages others to share their expertise
  • When someone shares an idea, really dig into it. Ask questions, and show you're listening.

Mix It Up: 

Diversity isn't just about hiring—it's about who gets heard, promoted, and put in charge of big projects:

  • Look beyond the usual suspects for your next big initiative
  • Pair up team members from different backgrounds on key projects
  • Actively seek out and support rising stars from underrepresented groups

Walk the Talk: 

Policies are a start, but culture really counts.

  • Challenge biased language or decisions when you see them—even if it's uncomfortable
  • Make inclusion part of your performance metrics—for yourself and your team
  • Be flexible. One-size-fits-all policies rarely work for everyone.

Bring Outside Voices In:

Getting an expert inclusion leadership keynote speaker can offer fresh insights and real-world experience from someone who has 'been there, done that.'

  • Introduce new perspectives that help prioritise inclusion across the organisation
  • Encourage actionable strategies to foster a more inclusive culture
  • Allow external voices to challenge entrenched thinking and drive change in workplace culture

READ MORE: PepTalk's top Workplace Culture speakers

Demonstrative Leadership

Speaker Baroness Ruth Hunt is one of the youngest Crossbench Peers in the House of Lords, is a Director of Deeds and Words, and is a diversity and leadership speaker. She has over 20 years’ of experience leading campaigns and for LGBTQ+ communities such as Stonewall.

Inclusion, according to Ruth, is about ensuring that everyone in an organisation, regardless of their identity, can contribute their unique perspectives to solve shared challenges and boost organisational success. She believes some organisations have lost sight of what inclusion truly means, focusing more on individuals bringing their "best selves" to work. Ruth says inclusion is about empowering everyone, helping organisations see that it's relevant to all, not just specific groups, and showing how it directly ties to overall performance and effectiveness.

Inclusive Cultures Are Hard Work

Spoiler alert: building an inclusive culture is challenging work. It's not about grand one-time only gestures or lofty mission statements. It's about consistent, everyday actions that gradually reshape your organisation's DNA. For example, building anti-racism into your brand, which is the expertise of speaker Collette Philip. Or learn from trans icon and speaker Hannah Graf why even the toughest of environments or most traditional professions can change.

Will you get it right every time? Probably not. You'll stumble, face pushback, and have days when it feels like you're not making progress. That's normal. What matters is a collective commitment to keep moving forward, learning, and pushing for change.

Inclusive Cultures Are Possible

Start small. Pick one area where you know you can make a difference. Maybe it's diversifying your hiring pipeline or creating more opportunities for different voices to be heard in meetings. Whatever it is, commit to it. Be consistent. Above all, be ready to learn and adapt as you go.

This journey doesn't have an endpoint. It's an ongoing growth process for you as a leader and your organisation. But here's the thing: every step you take towards creating a more inclusive environment can help build a stronger, more innovative, and more successful company. So roll up your sleeves and get ready to do the work. It won't always be easy, but it will always be worth it. Your team, your company, and your bottom line will thank you for it.

What to read next:

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