Driving Productivity Through Inclusion

In today’s fast-moving world, building an inclusive culture isn’t just a buzzword—it’s a must for any business that wants to increase productivity. But for people-centric business leaders, Chief People Officers, and HR & Talent directors, weaving inclusion into the fabric of an organisation can be a real challenge.

This article explores what makes inclusion tricky and shares some real-world insights from leaders who are making it happen.

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Walking the Talk: Matching Brand Values with Employee Experience

Companies often say all the right things about inclusion to the outside world, but what’s going on inside can tell a different story. It’s not enough to talk the talk; inclusivity has to show up in how you hire, manage, and develop your people. You need systems in place to hold everyone accountable and make inclusion a no-brainer in day-to-day operations. Reward the behaviour you want to see, and it’ll start to stick.

Leadership: The Heart of Inclusion

Policies are great, but if your leaders aren’t living and breathing inclusivity, it won’t take off. Leaders need to get why this matters and show up consistently. Workshops, open conversations, and spending time with underrepresented groups can help them become true advocates. Clear goals, metrics, and even leadership scorecards tied to D&I priorities keep everyone on track and aligned with the big picture.

The Catalyst Program: Turning Talk into Action

An excellent example is Skanksa’s Catalyst Program. This initiative came from listening to employees and tackling the real barriers they face. It helps leaders spot and stop exclusionary behaviours, and things like bystander training keep the focus on action. By baking DEI goals into recruitment, reviews, and promotions—and using data to guide the way—it builds trust and shows a serious commitment to change.

Pushing Through Resistance

Not everyone’s on board with inclusivity right away. Some cling to the idea of pure meritocracy or resist shaking up the status quo. That’s why it’s important to have open, honest conversations about equity—acknowledging that not everyone starts on the same playing field. Offering real development opportunities for underrepresented groups, alongside clear paths to grow, helps balance support with ambition.

Why It’s Worth It: The Business Case for Inclusion

When teams are diverse and inclusive, they think bigger, solve harder problems, and innovate faster. Global players like Lloyd’s of London prove it—different perspectives lead to better ideas. Leadership buy-in, flexible policies, and making inclusion part of daily life aren’t just nice to have—they’re business essentials.

Playing the Long Game

Inclusion isn’t a quick fix—it’s a marathon, not a sprint. It takes time, effort, and a willingness to learn and adapt. But the payoff is huge: more innovative ideas, happier employees, and a stronger, more resilient organisation.

How to Get Started

• Get Leaders Involved: Inclusion starts at the top. Leaders need to be visible, vocal, and consistent.
• Educate and Inspire: Host workshops and training to build understanding and empathy.
• Track Progress: Use surveys, data, and honest feedback to see what’s working.
• Keep It Real: Focus on meaningful action, not token gestures.

Bringing It All Together

Inclusion isn’t just about hitting KPIs—it’s about creating a place where everyone feels they belong. That means listening, leading by example, and putting in the work to make inclusivity part of your culture.

When organisations make inclusion a priority, they build workplaces that aren’t just good for business—they’re good for people, too. And that’s a win-win.