An inclusive workplace is one where employees feel valued, heard, respected, and empowered to speak up and share their views, inclusive of their backgrounds, experience, and identities. Studies on inclusion consistently show that companies, organizations, and corporate entities that prioritize inclusive practices see higher employee engagement, better teamwork, and stronger business results. 

At Diversity Builder, Inc. we specialize in helping organizations build better workplaces through purpose-driven inclusive cultures. Diversity Builder enhances workplace cultures through training and consulting that elevates engagement, equity, respect anti-harassment practices, and civility resulting in increased belonging, where employees are empowered to be their authentic selves and do their best work.

In this guide, we’ll share 5 proven strategies for creating an inclusive workplace, backed by data. Such practices used over time reduce the incidences of incivility, harassment, hostile work environment, and microaggressions. Whether you are a leader, HR professional, or team member, these actionable steps will help you foster a purpose-driven culture of belonging.

Key Questions We’ll Answer:

• What does an inclusive workplace mean?
• How can you make your workplace more welcoming?
• What are the best ways to promote diversity and inclusion at work?

1. Leadership Commitment: Setting the Tone from the Top

An inclusive workplace starts with leadership. When executives and managers actively support civility, respect, diversity and inclusion, employees tend to respond positively.

Actionable Steps:

• Openly commit to an inclusion plan – Leaders share their vision and progress regularly.
• Hold leaders accountable – Tie engagement and inclusion efforts to performance and KPIs.
• Lead by example – Encourage leaders to participate in training and employee resource groups (ERGs).

Why It Works:

A recent study by Deloitte found that inclusive companies are two times more likely to meet financial targets and six times more innovative. Deloitte included 50 corporate entities representing over one million employees in its research. When employees see CEOs and supervisors leading by example, psychological safety the talk, they feel safer speaking up and contributing. This outcome is 

2. Provide Respect in the Workplace / Sensitivity Training

Many employees want to be inclusive and request training such as respect in the workplace, civility, or sensitivity training. Training helps teams understand biases, elevate self-awareness, communicate better, and support colleagues from all backgrounds.

Actionable Steps:

• Offer continued learning workshops – Cover topics like unconscious bias, bystander intervention, microaggressions, and allyship.
• Use actual scenarios in the workplace – Studying and evaluating actual situations that may occur within the workplace helps employees increase self-awareness and start practicing inclusive behaviors.
• Make training ongoing – While, one-time sessions are a positive step, continuing the conversation and reinforcing the learning is the key to success.

Why It Works:

Companies and corporate entities who offer career development and training programs experience higher retention rates, according to the latest LinkedIn Learning Report. Specifically, 94% of employees indicated they would stay longer at corporations and organizations who invest in their career development. Similarly, Deloitte reported that companies with a strong learning culture show 30%+ higher  retention rates. Training builds self-awareness and gives employees tools to respond inclusively.

3. Create Employee Resource Groups (ERGs)

Employee Resource Groups, or ERGs, are employee-led groups that support  and help build a workplace community for underrepresented groups of workers (e.g., women, LGBTQ+, people of color, veterans). These groups provide a safe space for sharing experiences, reducing feelings of isolation, providing feedback and concerns to leadership, and building a cultural awareness and understanding.

*Note – In recent years, corporations such as Capital One and IBM, shifted from the ERG team to BRG (Business Resource Groups). BRGs expand the role of the ERG to include building on business plans and key targets including expanding markets and customer engagement.

Actionable Steps:

• Encourage ERG formation – Offer funding, executive sponsors, and a clear path to formation.
• Promote ERG events – Highlight ERG/BRG events in company communications.
• Evaluate the ERGs within Organization – Assess whether the ERGs are representative of the employee base and the local community. Consider inviting other ERGs/BRGs to participate based on the assessment.
• Consider an Employee Survey – Gain insight on ERG impact and needs via employee surveys.

Why It Works:

Employees working in companies with ERGs report higher job satisfaction and a stronger sense of belonging (McKinsey).

4. Foster Open Communication & Feedback

Inclusive workplaces encourage honest conversations. Employees should feel safe sharing ideas, concerns, and feedback without fear of judgment.

Actionable Steps:

• Conduct anonymous surveys – Ask employees about their experiences with inclusion.
• Create funnel for ERG feedback – Involve ERGs by having a formal feedback process and an open forum to raise concerns to bring ideas to leadership around inclusion and affirming practices.
• Hold listening sessions – Provide the opportunity for listening sessions with leadership where teams discuss ways to increase cultural understanding (training, and others), address challenges and recommend solutions.
• Act on feedback – Show employees their voices lead to real change through transparent communication and action plans.

Why It Works:

Companies that listen to employees see 40% lower turnover rates (Gallup). Open communication builds trust and helps fix issues before they escalate.

5. Create a Safe Space for Bystander Intervention (Upstanders)

The Select Task Force Co-Chairs’ Report from the EEOC reports that one of the key ways to stop workplace harassment, disrespectful behavior/comments, incivility, and bullying is to create a space where upstanders feel safe to speak up and intervene when harm is being a caused. Diversity Builder recommends integrating a culture where psychological safety is prevalent and employees learn bystander intervention techniques to start being an upstander. Once employees stare using upstander responses and practices, the culture shifts to one that starts honoring the organization’s core values a workplace that considers the impact of comments and behaviors beforehand. 

What is an upstander? An upstander is someone who responds verbally or non-verbally to stop harassment or behavior that is unsupportive of the desired culture and core values of the workplace.

Actionable Steps:

• Leadership kickoff bystander/upstander practices meeting –  Start by having a leadership meeting to define goals and next steps in creating a psychologically safe environment where employees are empowered to intervene as upstanders. 
• Create an Upstander Committee – Select a team to manage the upstander project to include a training plan, policy, and guidelines on bystander responses (calling in vs calling out). Some businesses and universities have created pilot programs which train committee members first, then have committee members serve as upstanders for the next several weeks in responding to harassment, hostile work environment, and inappropriate comments or jokes. 
• Hold Company-wide Bystander Intervention Training– Plan for full upstander training of all staff and management, with management training first.  Note: Intervening should not be mandatory, as some employees may not feel comfortable considering power dynamics and potential retaliation. 
• Consider an Ombudsperson’s Services – Researchers in effective bystander intervention often recommend using the services of an Ombudsperson to support employees who have witnessed or are targets of harassment or microaggressions. The ombudsperson can help the target employees navigate how to best handle the situation, such as whether to directly confront the person causing harm or seeking help from HR or a supervisor, assist with documenting the incident, and share support resources.

What is an ombudsperson? It is a person who is independent of the workplace who protects the interests of a       targeted employee in instances of harassment and hostile work environment. An ombudsperson is an impartial person who serves as a go between during a harassment complaint between the harassment target and the organization.

Why It Works:

Employees feel empowered when they are supported by leadership and their organization to speak up and voice concerns or ideas. When employees are equipped with bystander intervention techniques, they stop the incidence and prevalence of harassment, bullying, incivility, and microaggressions.

Research & Sources

Our strategies are based on data from leading studies:

• Deloitte – Inclusive teams improve performance by 30%.
• McKinsey – Gender-diverse companies are 25% more profitable.
• Harvard Business Review – Training boosts retention by 30%.
• EEOC (2025&2026) –Bystander intervention led by an upstander looks promising in effectively addressing harassment and harm caused to protected individuals (gender, race, religion, disability, age, and others)
• Mary Rowe – Helping Hesitant Bystanders/Upstanders Identify Their Options: A Checklist with Examples and Ideas to Consider
• Kristian Stampe Nielsen (Bystander interventions against gender-based violence and harassment in the workplace) – Incidences of gender Based Violence and Harassment (GBVH) are positively influenced when employees are equipped with bystander intervention/upstander training intervention tactics. Employees are more likely to intervene following formal workplace training on bystander intervention.

These findings prove that inclusion isn’t just the right thing to do—it’s a business advantage.

FAQ: Common Questions About Inclusive Workplaces

1. What is an inclusive workplace?

An inclusive workplace is where all employees are welcomed, valued, and empowered to share their perspective.

2. How to create a work environment that is welcoming and inclusive?

• Train employees on sensitivity and diversity and inclusion.
• Encourage open communication.
• Support ERGs. 
• Create an action plan to support a purpose-driven culture.
• Set up employee surveys for feedback on progress.

3. How to build a culture of inclusivity?

Start with leadership commitment and modeling, provide ongoing training, and regularly measure progress.

4. How will you create a positive, safe, and inclusive work culture?

Actively listen to employees, address biases, and create a space of psychological safety.

5. How can you promote inclusion and diversity in the workplace?

• Empower employees with bystander/upstander intervention training
• Consider starting ERGs.
• Celebrate diverse holidays and traditions.
• Highlight diverse role models in leadership.
• Offer mentorship programs.

Conclusion

Creating an inclusive workplace isn’t a one-time effort—it’s an ongoing journey. By following these 5 strategies for creating an inclusive workplace, your company can build a culture where every employee feels they belong.

At Diversity Builder, we help organizations turn inclusion into a competitive advantage. Ready to transform your workplace? Visit us today to learn how we can help.

Take Action Now:
Train your team on inclusion and bystander intervention. 
Start an ERG.

Small steps lead to big changes. Let’s build a workplace where everyone thrives—together.