Building a Culture of Inclusion Where People—and Ideas—Thrive

“Inclusion” is one of today’s most used leadership buzzwords. And like many popular terms, it runs the risk of being overused and under-lived.

But what is inclusion—really?

At its core, inclusion means that everyone feels seen, heard, and valued. It means that individuals believe their contributions matter and that it’s safe to show up fully, voice an opinion, challenge a norm, and be themselves—without fear of being shut down or overlooked.

It’s not about universal agreement.
It’s about universal respect.

And in high-performing, innovative organizations, inclusion is not a soft initiative—it’s a strategic advantage.

In this article, we’ll explore why inclusive cultures outperform, what gets in the way of inclusion, and how leaders can build an environment where everyone—and their ideas—can flourish.

Inclusion Is the Soil That Innovation Grows In

You wouldn’t expect plants to thrive in rocky, depleted soil.

Likewise, great ideas won’t grow in a culture where people don’t feel safe or respected. Teams may comply, but they won’t contribute at their highest level. They’ll stay quiet. Play it safe. Avoid risk.

That’s why organizations that prioritize inclusion aren’t just creating better employee experiences—they’re fueling creativity, collaboration, and business results.

“High trust sets the stage for high innovation. Low trust ensures mediocre results.” – FranklinCovey

Understanding the Real Impact of Inclusion

An inclusive culture isn't a single initiative—it’s a system of conscious, everyday behaviors. It shows up in how meetings are run, how voices are heard, how feedback is given, and how leadership sees people.

And the impact is measurable.

Research shows that inclusive teams:

• Make better decisions up to 87% of the time

• Deliver 60% better results

• Are more innovative and adaptable

• Experience lower turnover and higher engagement

Why? Because when people feel valued, they contribute more. When they’re heard, they speak up. When they’re safe, they take smart risks. That’s how business moves forward.

The Silent Saboteur: Unconscious Bias

Even well-intentioned leaders can unknowingly exclude others.

Unconscious bias refers to automatic judgments or assumptions we make about others based on traits like age, gender, race, background, communication style, or personality.

Examples of unconscious bias in action:

• Assuming older employees are less tech-savvy

• Overlooking quiet team members in fast-paced meetings

• Giving strategic tasks to the same people over and over

• Mistaking confidence for competence—or silence for lack of ideas

These patterns, often invisible, can undermine even the most values-driven team. But the good news? Bias can be unlearned—and replaced with inclusive behaviors that elevate everyone.

5 Practical Ways to Foster a Culture of Inclusion

1. Be Intentional in Meetings

Meetings are one of the clearest windows into your team culture. Watch closely.

Ask yourself:

• Who speaks the most?

• Who rarely speaks?

• Whose ideas get traction?

• Who gets cut off or ignored?

Great facilitators don’t just manage agendas—they manage energy and equity. Invite participation from all types of communicators, especially introverts who process internally before speaking. Avoid putting people on the spot; instead, give space for thoughtful input.

📌 Tip: Rotate meeting roles and responsibilities. Who takes notes? Who leads discussions? Inclusion starts in the details.

2. Capture and Credit Ideas Publicly

One of the simplest ways to show people they matter is to connect their name to their ideas.

In a brainstorming session or strategy workshop, use a shared whiteboard or digital tool to record contributions—and write down who said what. It reinforces ownership and gives credit where it’s due.

This small shift turns meetings from a free-for-all into a respectful, idea-rich space where people feel seen and heard.

3. Diversify Decision-Making, Not Just Representation

Representation matters. But real inclusion means decision-making power is shared, not hoarded.

• Are diverse voices part of strategy and hiring decisions?

• Are frontline insights influencing top-level priorities?

• Are you tapping different perspectives before launching a new initiative?

Inclusion is not about adding more seats to the table just for optics. It’s about inviting different minds to shape the table—and what happens on it.

4. Model Inclusion From the Top Down

Leaders shape culture by what they tolerate, what they recognize, and what they demonstrate.

Start by examining your own biases. Where might you unintentionally favor certain personalities, communication styles, or perspectives?

Do this work personally and publicly. Have lunch or coffee with people outside your usual circle—no agenda, just curiosity. Ask thoughtful questions. Listen to understand.

Because when leaders are vulnerable enough to grow, teams follow suit.

Need support in this area? FranklinCovey’s Leader’s Guide to Unconscious Bias is a powerful starting point.

5. Use Your Learning Platforms Strategically

Inclusion is not a one-time training. It’s a leadership capability that must be cultivated and reinforced.

Use courses like:

• The 7 Habits of Highly Effective People® – especially Habit 6: “Synergize®”

• Unconscious Bias: How to Reframe Bias, Cultivate Connection and Create High-Performing Teams

• The 6 Critical Practices for Leading a Team™

Embed these resources into team rhythms, development plans, and leadership programs. Inclusion must be part of how people lead, not just what they know.

Inclusion Is a Practice, Not a Policy

You don’t need a task force to begin building a more inclusive team.

You just need a willingness to see people differently—and lead accordingly.

It starts small:

• A change in how you run your meetings

• A moment of listening instead of assuming

• A choice to rotate responsibility or credit an idea

And it builds. Over time, your team becomes a space where people feel free to contribute. Where creativity flows. Where feedback is honest, and collaboration is rich.

Where inclusion is not just a word on your website—but the way your culture feels.