Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
What does it really feel like to work somewhere inclusive?
It’s not just about hiring from different backgrounds. It’s about whether people feel safe to speak up, supported in their growth and respected for who they are.
Inclusive company culture has a measurable impact. It shapes how employees engage with their work, how long they stay and how confident they feel contributing ideas. The research backs it up. Diverse and inclusive organisations are more innovative and financially successful. But the gap between what companies say and how employees actually feel is still, unfortunately, far too wide.
While most organisations claim to value inclusion, only a fraction back it up with consistent actions and policies that people can actually experience day to day.
Creating an inclusive company culture means listening to employees and making changes based on what they tell you. It means building trust, not just tracking diversity figures on a spreadsheet. And the companies doing it well? They’re not perfect but they’re paying attention.
Related: Why is diversity important at work?
An inclusive company culture is one where all employees, regardless of their background, identity or circumstances, feel respected, supported and able to contribute fully. This means more than just hiring diversely. It’s about listening to employees, removing systemic barriers and committing to meaningful change.
Common traits of inclusive company cultures include:
These traits are supported by inclusive leadership and tools like an intuitive 360 feedback platform, where employees receive development input that’s free from bias.
Let’s look at seven companies that consistently show what inclusive company culture looks like in practice.
Microsoft has made public commitments to building a diverse and inclusive workforce, backed by data and annual reporting. Their Global Diversity & Inclusion Report tracks progress across ethnicity, gender and accessibility. They also use employee sentiment data to guide DEI strategies and embed inclusion into leadership development.
BAE Systems UK has developed a well-regarded inclusive company culture through clear policies, inclusive recruitment and support networks. They were recognised by Inclusive Employers for embedding diversity into every business unit and creating safe spaces for employee voice through internal networks and feedback tools.
Channel 4’s diversity strategy focuses on authentic representation and equitable opportunities. From content production to hiring, inclusion is a business priority. Their “Black to Front” initiative challenged structural inequality in media and highlighted the power of inclusive programming and people practices.
Accenture invests in inclusion through learning, leadership programmes and measurable targets. Their “Inclusion Starts With I” campaign spotlighted everyday behaviours and bias, encouraging all employees to reflect and act. They also use real-time employee voice data to improve inclusion outcomes.
This UK-based engineering company integrates inclusive company culture into its graduate programmes and leadership development. Their diversity and inclusion strategy focuses on inclusive behaviours and psychological safety, with employee networks providing feedback and insight into policy impact.
Known for its employee-owned model, John Lewis has expanded its inclusive company culture by reviewing policies for accessibility, neurodiversity and gender equity. They’ve also partnered with Stonewall and Business Disability Forum to improve outcomes for underrepresented employees.
Unilever consistently ranks among the top companies for diversity and inclusion. They embed inclusive company culture through leadership accountability, transparent policies and practical initiatives that affect daily employee experience. Unilever’s Unstereotype campaign, initially aimed at marketing, has influenced internal practices by challenging bias and promoting authentic representation.
Internally, Unilever tracks employee sentiment through regular employee engagement surveys, with specific questions around inclusion, equity and belonging. They analyse this feedback to shape strategy, based on what employees actually experience … not just policy.
The company also focuses on inclusive leadership development and employee wellbeing, offering support networks for underrepresented groups and integrating diversity metrics into leadership KPIs.
Inclusivity is the right thing to do. But happily, making the effort also comes with some real benefits in terms of business benefits. Keeping your inclusive hat on, and walking the walk, allows you to improve outcomes across the board.
Actionable feedback from tools like an intuitive survey platform helps organisations track inclusion progress and make improvements that employees notice. Without this insight, it’s easy to rely on assumptions that don’t reflect real experiences.
You can’t outsource inclusion. It has to be built into how employees interact, how decisions are made and how success is measured. Listening tools, like a diversity and inclusion survey, offer a way to collect actionable feedback and drive improvements over time.
Here are practical steps to consider:
By acting on real employee experience data, organisations can create workplace cultures where inclusion is practised daily.
Discover how a diversity and inclusion survey can help you create an inclusive company culture powered by people and driven by data. Speak to us today about capturing employee sentiment and making meaningful change in your organisation.
