Nowadays, diversity and inclusion (D&I) are not only values to aspire to - they are essential when it comes to creating a healthy, innovative, and high-performing teams. While many leaders recognize their importance, few feel confident in how to actually build that culture from the inside out.

This goes beyond checking a box. It’s about creating a culture where everyone feels respected, seen, and valued - and where each voice contributes meaningfully to the team’s collective success.

So, how does one create and sustain a truly inclusive and diverse workplace culture? Let’s dive into what it takes to build a culture based on diversity and inclusion, and how you, as a leader, can play a key role in the process!

Building a Culture Based on Diversity and Inclusion - Understanding the Why

It’s important to ground yourself in the why of D&I before taking action. Diverse and inclusive teams are proven to perform better. They generate more innovative ideas, make smarter decisions, and better reflect the communities they serve.

But it’s not just about business performance, it’s about people! When employees feel a sense of belonging, they’re more loyal, engaged, and likely to grow - both personally and professionally. Inclusion fosters psychological safety, which is the bedrock of trust and team collaboration.

Audit Your Current Culture

Take a good, hard look at where things stand now! What does your team look like - as far as race, gender, age, ability, background, and identity goes? Are voices from all walks of life being heard and considered in decision-making? Do people feel safe speaking up?

You can’t improve what you don’t understand. Tools such as anonymous surveys, one-on-one feedback sessions, and exit interviews can be great ways to gather real insight. The goal isn’t to judge or shame - it’s to learn and grow.

Questions to reflect on:

Who has influence or power on our team?
Are we unintentionally rewarding sameness?
Do people feel comfortable bringing their whole selves to work?

Lead from the Top (and the Heart)

Culture always starts at the top. As a leader, your attitude, language, and behavior sets the tone for the rest of the team. If you want to create an inclusive culture, you have to model inclusive behavior (consistently)!

This might look like:

Admitting when you don’t know something and being open to learning.
Amplifying underrepresented voices in meetings.
Calling out bias - kindly but clearly - when you see it.
Taking accountability for harm, even when it’s unintentional.

Inclusion is not a “nice to have”, it’s a leadership responsibility. You also don’t have to be perfect to begin - you just have to be willing.

Revisit Your Hiring and Promotion Practices

A super powerful way to build a diverse workplace is to widen the gate - not just at the point of hiring, but throughout the entire employee lifecycle.

Ask yourself:

Where are we posting job openings, and who is seeing them?
Are we valuing a wide range of experiences, or unintentionally requiring traditional paths?
How are we evaluating candidates? Are we relying too heavily on “gut feel” or “culture fit”?
Are we developing and promoting employees equitably?

True diversity is about keeping people in, not just bringing new people in. It’s about investing in them and creating pathways to leadership.

Provide Ongoing Education and Dialogue

Diversity and inclusion are ongoing conversations, not one-time trainings. Consider offering ongoing workshops, book clubs, or guest speakers to keep learning alive. Make space for human connection beyond this structured education, too.

Create spaces where your team can share stories, ask questions, and reflect together. It’s fine if these conversations feel uncomfortable - that’s often where growth happens! Set clear guidelines for respect and confidentiality, and lead with humility.

As a leader, you don’t need all the answers. What matters most is your willingness to listen, learn, and create space for others to speak.

Introduce Inclusion in Everyday Practices

Inclusion needs to show up everyday, it can’t just live in your mission statement.

That could mean:

Rotating who leads meetings.
Checking your meeting times and venues for accessibility.
Celebrating cultural holidays and observances across your team.
Creating channels for anonymous feedback or reporting.
Reviewing team norms around communication, collaboration, and time off.

Small changes lead to big impact. Inclusion is woven through the little things: whose ideas get airtime, whose feedback is welcomed, whose experiences are honored.

Celebrate Wins - and Stay Committed

Building a culture of diversity and inclusion isn’t something you achieve once. It’s a long-term commitment - and one worth making. Celebrate your progress, no matter how small. Did someone speak up for the first time in a team meeting? That’s a win. Did you rework your job posting to be more inclusive? That’s a win. Did you learn something new about bias and adjust your leadership style? That’s a win. When you hit a roadblock or make a misstep, don’t give up. Keep going. Your team (and your mission) are worth it!

Culture is a Choice You Make Every Day

Culture is not what you write on the wall - it’s what you live out in every meeting, email, and conversation. It’s how people feel when they’re part of your team. As a leader, you have the power to shape their experience. To create a workplace where individuals of all backgrounds feel safe, supported, and inspired to bring their full selves to the table. The path to inclusion isn’t perfect, but with heart, humility, and action, you can lead the way.

Want to support building a more inclusive workplace culture? I’d love to help! I work with leaders like you to define your values, empower your team, and take confident steps toward real change. Let’s connect.

Building a Culture Based on Diversity and Inclusion: How to Do This in the Workplace