You Belong Here: Creating a Workplace Culture of Inclusivity

Creating a work environment that values inclusiveness starts at the top. The organization’s leadership needs to buy into policies that address hiring and promoting employees from diverse backgrounds and life experiences.

What does inclusive leadership look like? Inclusive leaders strive to ensure that all employees are treated fairly, enjoy a sense of being value and have the resources necessary to reach their full potential. Inclusivity is not only good for employees, but it is good for the organization as well.

According to a recent McKinsey survey, corporations that are identified as being inclusive are 35% more likely to outperform the competition. With a attracting and retaining talented employees as an issue for organizations, Glassworks tells us that 2 out of 3 job candidates actively search for companies with diverse workforces.

Large companies that have already implemented strategies for building an inclusive workplace recommend having a chief diversity officer (CDO) on staff. The CDO is responsible for ensuring that policies are successfully carried out on a day-to-day basis. Inclusivity goals must be measurable and communicated to all employees throughout the organization. This can include conducting surveys, holding town-hall-style meetings and creating an inclusion council. The council must be representative of all demographic groups companywide. To be effective, the council needs to assess whether the deadlines for goals that they set have been achieved. 

A recent survey conducted by the Gartner Research polled 10,000 employees from around the world regarding what “good” inclusivity looks like. The results were filtered down to seven statements which comprise the Gartner Inclusive Index. These 7 statements indicate whether employees are experiencing inclusivity in the workplace. And should serve as a blueprint for any business serious about inclusivity. The statements are as follows:

1. Fair treatment: Employees at my organization who help the organization achieve its strategic objectives are rewarded and recognized fairly.
2. Integrating differences: Employees at my organization respect and value each other’s opinions.
3. Decision-making: Members of my team fairly consider ideas and suggestions offered by other team members.
4. Psychological safety: I feel welcome to express my true feelings at work.
5. Trust: Communication we receive from the organization is honest and open.
6. Belonging: People in my organization care about me.
7. Diversity: Managers at my organization are as diverse as the broader workforce.

There are several examples of global organization that have successfully integrated inclusivity strategies that can serve as an example for others. LinkedIn’s “Out&In” is a resource for elevating the LBGTQ+ and ally community within the organization. “Veterans at LinkedIn” is a way for veterans and military employees and their supporters to connect with one another. “Women at LinkedIn” reaches women within the organization offering support for career development. Other notable organizations leading the inclusivity charge are Slack, Microsoft, Citi Group, Apple, and Starbucks.

Given the diversity of today’s workforce, it only makes sense that those organizations that promote inclusivity as a corporate goal are poised to have the competitive edge. Inclusivity is not just the right thing to do for employees, but it is the right thing for organizations as well.

©YC Partners 2026