Most people won't remember the first time they felt included at work. But they will remember the first time they were excluded.
Being talked over in a meeting, for example, or having their opinion mockingly dismissed. Being passed over for a promotion by someone with much less knowledge and experience. Being intentionally left out of a group lunch invite, or realizing that no one else in the room looked like them.
Inclusion means making sure everyone feels respected, valued, and like they truly belong—no matter who they are. It's about creating a culture where people don't have to change their identity just to fit in.
And right now, it matters more than ever.
Why Inclusion Is So Important
When people feel safe and supported, they work differently. They participate more openly, they take creative risks, and they feel a sense of pride in their work. I can't emphasize this enough: People who feel a sense of belonging are motivated to do their job well. And this is the kind of engagement that benefits the entire team.
- People in an inclusive environment contribute better ideas because they don't feel pressured to just go along with the consensus.
- Teams bond better when everyone feels respected and heard.
- Companies perform better as a whole when they consistently value different perspectives.
Salesforce is a good example. They've put real effort into fair hiring, equal pay, and supporting their people through employee groups. Not only has their approach benefited morale, it's helped drive innovation and business growth as well.
You can't always see inclusion on a spreadsheet, but you can feel it in the little things:
- Who gets to be a part of key decisions?
- Who's gets interrupted during meetings—and who doesn't?
- Who's encouraged to share their opinion?
- Who gets the benefit of the doubt?
These may seem minor, but over time, they shape how people feel about their place in the organization. Inclusion is also emotional, psychological, and cultural.
How to Create a More Inclusive Culture
You don't need to get everything right on day one, but you do need to be willing to examine how people experience your workplace.
Here are a few ways to start:
- Ask people what inclusion feels like to them, and be willing to really listen to the answers—even when they might be hard to hear.
- Review every aspect of your company—how you run meetings, your policies, your management style—and ask whether they create a sense of safety.
- It's easy to say "inclusion matters" on your website—but what really counts is what people see day to day. Back up your words through the choices you make: who you hire, who you promote, and who you trust to lead.
- Reflect on your habits. It's easy to default to people who are familiar or who think like you. Inclusion takes conscious effort.
- Lead with empathy. Inclusion lives in the way people are treated, especially by those with power.
At the end of the day, people don't stay at companies just because the perks are good. They stay because they feel respected and genuinely valued. And that's what inclusion is really about.
Everyone wants to belong. Everyone deserves to.
