10+ Examples of Inclusive Behaviours in the Workplace for 2025

Inclusion isn’t something you write in a policy or mention during training once a year; it’s what happens every single day in your workplace. It’s the language people use in meetings, how leaders give feedback, who gets invited to collaborate, and how promotions are decided.

True inclusion means every employee feels safe to speak up, confident that their contributions matter, and valued for who they are - not just for what they produce.

But building that kind of company culture doesn’t require massive DEI budgets or corporate overhauls. It starts with behaviour, small, intentional actions that compound over time.

Here are 10+ detailed examples of inclusive behaviours in the workplace for 2025, with scripts, scenarios, and micro-actions you can start using right now.

Communication behaviours

Inclusive communication means ensuring everyone can participate equally - whether they’re introverts, working remotely, or from different cultural backgrounds. It’s about creating conversations where every voice feels safe, heard, and valued - not just the most confident or outspoken ones. How you write emails, lead meetings, or give feedback can either build bridges or barriers. When communication feels open and respectful, collaboration and trust naturally follow.

1. Use inclusive language

Language carries invisible power. A few simple word swaps can shift your culture from exclusive to welcoming since words shape workplace culture. Inclusive language ensures everyone feels seen and respected, regardless of gender, background, or identity.

What it looks like in practice:

• Swap out gendered greetings like “Hey guys” with “Hey everyone” or “Hey team.”
• Use “partner” instead of assuming “husband” or “wife.”
• Refer to job roles without gender bias - e.g., “salesperson” instead of “salesman.”
• Avoid ableist terms like “crazy,” “lame,” or “blind spot.”

Why it matters:
Language subtly signals belonging. When people hear words that reflect them, they’re more likely to feel respected and included.

Example:
Instead of saying, “That idea is insane!”
Try: “That idea is really surprising!” or “That’s a big shift in thinking!”

💡 Pro tip: Create a shared glossary of inclusive terms in your company’s internal documentation or Slack. Encourage everyone to refer to it when writing job posts, announcements, or emails. Conduct a quarterly language audit for inclusive phrasing.

2. Meeting turn-taking and handoffs

In most meetings, the same few voices tend to dominate. Inclusive turn-taking ensures everyone gets equal airtime and visibility.

How to do it:

• At the start of a meeting, say:
  “Let’s make sure everyone gets a chance to share before we open the floor for free discussion.”
• Rotate who facilitates meetings each week.
• Use a “round-robin” approach where everyone contributes one idea before moving on.
• If someone interrupts, step in respectfully:
  “Let’s hear [Name] finish their thought first.”

Why it matters:
Interruptions and unequal airtime often affect women and minority employees the most. Equal participation builds psychological safety - a key factor in team performance and innovation.

3. Script: Inviting quieter voices & interrupting interruptions

Not everyone is equally comfortable speaking up - and that’s okay. Some people need time to gather their thoughts, while others might come from cultures or environments where speaking over others isn’t the norm. Inclusive leaders recognise this and use small, intentional scripts to make space for those voices. Here’s how to do it naturally:

To invite quieter voices:

“We haven’t heard from [Name] yet - I’d love to get your perspective on this.”

To interrupt interruptions:

“Hold on, let’s let [Name] finish what they were saying.”

To redirect credit:

“That’s a great point, and it connects nicely to what [Name] mentioned earlier.”

Why it matters:
Over time, micro-interventions like these show that everyone’s voice is worth protecting and teach teams how to self-regulate and respect space. They turn awkward moments into trust-building opportunities. 

"When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organisation.”

– Pat Wadors, Head of HR at LinkedIn

Collaboration behaviours

Inclusive collaboration means much more than “working well together.” It’s about how people share space, credit, and visibility, and how opportunities to learn and lead are distributed across a team.

The best teams in 2025 are not those with the most talent - they’re the ones that make sure every member’s talent gets seen, supported, and developed.

1. Mentorship, sponsorship, and cross-team pairing

Mentorship and sponsorship are two of the most powerful - yet often misunderstood - inclusion tools. They both build relationships, but their purposes differ:

• Mentorship helps people grow their skills and confidence.
• Sponsorship helps people get seen and move up by putting their work in front of decision-makers.

What this looks like:

• Mentorship programmes where senior staff regularly meet with employees from different backgrounds.
• Sponsorship initiatives where leaders actively promote their mentees for high-visibility projects.
• Cross-team pairing for short projects to help employees build networks beyond their immediate circle.

Example:
A senior designer partners with a junior engineer for a sprint, sharing skills and giving both visibility across departments.

Why it matters:
Mentorship helps people grow. Sponsorship helps them get seen. Together, they create pathways for underrepresented talent to thrive.

2. Credit-sharing in updates and demos

Recognition shouldn’t be a competition - it’s a culture. In many workplaces, visibility often tilts towards the loudest voices or those presenting the final outcome. But true inclusion means ensuring every contribution, visible or not, gets the spotlight it deserves. 

How to do it:

• In team updates, name contributors specifically:
  “This report was built using insights from Jamal in design and Elena in data - thanks to both for their collaboration.”
• During presentations, add a “Contributors” slide with the names of everyone involved.
• Managers should highlight team contributions in leadership syncs, not just their own.

Why it matters:
Recognition boosts engagement and psychological safety. When employees know their work won’t be invisible, they’re more likely to take initiative and innovate.

💬 Slack idea:
Create a “#thanks” or “#team-wins” channel where people can publicly appreciate colleagues. Encourage short shoutouts that name what someone did and why it mattered. For example:

“Shoutout to Leo for staying late to help with the demo prep — couldn’t have done it without you!”

If you’re a manager, model the behaviour first. The more consistently you give credit where it’s due, the more your team will follow suit - turning recognition from an occasional gesture into a shared, everyday practice. And if you have a remote team then read this blog on cross-cultural collaboration in remote teams.

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” 

- Sundar Pichai, CEO of Google

Hiring & advancement behaviours

Inclusion doesn’t end at hiring - it starts there. The way you recruit, evaluate, and promote people directly shapes whether your organisation feels fair and open or exclusive and opaque. Let’s break down two practical areas where inclusive behaviours make the biggest impact: interviews and promotions.

1. Structured interviews with rubrics

Unstructured interviews often rely on “gut feeling”,  and that gut feeling usually mirrors our own biases. People tend to hire those who remind them of themselves, which means great candidates who don’t fit that mould can be overlooked.

Why it matters: 

Structured interviews create consistency and fairness. By asking every candidate the same set of questions and scoring them using a clear rubric, you evaluate skills and potential — not personal chemistry or shared hobbies. 

How to do it:

• Create a fixed question bank. Prepare 6–8 role-specific questions that reflect the core competencies of the job.
• Define what a “good” answer looks like. Before interviewing anyone, create a rubric with clear criteria for what qualifies as a 1, 3, or 5.
• Take notes during the interview. Instead of relying on memory, document responses under each competency so the evaluation is evidence-based.
• Debrief using data, not impressions. After interviews, compare scores across the panel rather than vague opinions like “they seemed confident.”

Example rubric:

Competency	Definition	Rating (1–5)	Notes
Problem-solving	Approaches challenges logically, explains reasoning clearly
Collaboration	Communicates ideas openly, listens actively, supports others
Adaptability	Adjusts easily to feedback or new information
Initiative	Takes ownership, shows curiosity to learn

After every round, compare rubric scores instead of impressions. This simple structure keeps the process transparent and measurable, making it easier to justify hiring decisions and spot unconscious bias patterns over time.

2. Transparent promotion criteria and panel diversity

Nothing erodes trust faster than secretive promotions or unclear advancement paths. When employees don’t understand what it takes to move up, or suspect that opportunities depend on personal favour rather than performance, it breeds disengagement. 

Why it matters:
Inclusive advancement means making career growth predictable, visible, and fair. It ensures that decisions aren’t made in closed rooms by people who all share the same perspective. A diverse promotion panel adds balance and helps surface different viewpoints.

How to do it:

• Publish clear promotion criteria. Outline what skills, behaviours, and results are expected at each level, and make this document accessible to everyone.
• Use multiple evaluators. Build panels that include people from different genders, ethnicities, and departments. This dilutes bias and gives candidates a fairer evaluation.
• Ask reviewers to justify decisions in writing. Documenting the reasoning behind a promotion decision ensures accountability and consistency.
• Offer feedback - even for rejections. When someone isn’t promoted, provide constructive, written feedback explaining what to improve.

Example:

“Promotion decisions are based on skill mastery, measurable impact, and leadership behaviour. Each panel includes at least one cross-functional representative to reduce bias.”

Extra tip:
Encourage managers to discuss career goals during quarterly reviews, not just annual ones. Regular conversations about progress help employees feel guided, not judged, when it’s time for promotion evaluations.

Culture & rituals

Culture isn’t built in company off-sites - it’s built in the small, repeated rituals that shape daily work. The language you use in team meetings, the holidays you acknowledge, and the way you respond to feedback all send a signal: who belongs here and who doesn’t.

In 2025, inclusive culture is no longer about themed workshops or annual events - it’s how you build relationships even while working remotely.

1. Multicultural holidays & flexible observances

Most companies celebrate a fixed calendar of holidays - usually reflecting one region or religion. But in global or hybrid teams, that can unintentionally exclude colleagues whose important cultural or religious days go unrecognised.

Why it matters:
When employees can take time off for festivals, observances, or family events that matter to them, they feel seen beyond their job title. Recognising diverse holidays is a simple yet powerful way to say, “Your culture matters here.”

How to do it:

• Create a “floating holiday” policy. Let employees swap public holidays for days that are personally or culturally significant to them.
• Share a multicultural calendar. Keep a shared digital calendar visible across teams so everyone knows when different celebrations occur.
• Celebrate inclusively. Feature global festivals in internal newsletters, all-hands slides, or Slack posts. Keep the tone informative and respectful rather than performative.

Example:

“Happy holidays to everyone celebrating this season - whether that’s Christmas, Hanukkah, Kwanzaa, or a quiet break with family. We’re grateful for every culture that makes our team unique.”

Extra ideas:

• Invite employees to share short stories or photos from their cultural celebrations in team channels.
• Send global greetings in internal newsletters (“Happy Nowruz to everyone celebrating!”).

2. Psychological safety check-ins

Psychological safety is the invisible foundation of an inclusive workplace. It’s what allows people to disagree respectfully, admit mistakes, or share half-formed ideas without fear of judgment.

Why it matters:
Teams with high psychological safety tend to innovate faster, retain talent longer, and collaborate more openly. When employees feel that their voice won’t cost them credibility, they’re more likely to challenge ideas, raise issues, and contribute creatively.

How to do it:

• Make check-ins routine. Add a recurring question to retrospectives or one-on-ones:
  “Is there anything that made you feel unheard or overlooked this month?”
  “Did you ever hesitate to share feedback this week? What stopped you?”
• Encourage anonymous input. Use short pulse surveys or anonymous forms so people can share honestly without pressure.
• Model curiosity, not defensiveness. When someone gives tough feedback, start with “Thank you for sharing that” before explaining your side.
• Celebrate vulnerability. If a team member admits a mistake, focus on learning, not blame.

Example practice:
Begin monthly team retros with a quick emotional temperature check:

“On a scale of 1–5, how supported did you feel this month?”
Follow up privately with anyone who rates low, and act on the feedback.

Related topic: How to build a strong remote work culture

Compensation & policy behaviours

Policies speak louder than posters. Real inclusion shows up in pay, benefits, and access - not just values written on your website. Inclusive policies make fairness visible, measurable, and enforceable.

1. Pay equity reviews & salary band visibility

Why it matters:
Pay gaps, even small ones, can quietly undo years of inclusion work. When employees find out about unequal pay through whispers or Glassdoor, trust is broken. Transparent pay practices, on the other hand, signal that the company values equity as much as excellence.

How to do it:

• Conduct annual pay audits. Review compensation by gender, ethnicity, role, and tenure. Look for patterns, not just outliers.
• Share salary bands internally (or externally if possible). Clear ranges show that pay decisions are based on skill and experience, not negotiation strength.
• Standardise promotion pay jumps. Publish what percentage or range employees can expect when they move up a level.
• Use data to drive decisions. If gaps appear, act - adjust salaries proactively rather than waiting for people to ask.

Example:

Instead of “Competitive salary,” say “€60,000–€75,000 based on experience and performance.”

This clarity helps underrepresented employees negotiate fairly and builds trust across the team.

Pro tip:
Include pay transparency in job descriptions, onboarding, and manager training. The more consistently you share this information, the more employees see equity as a built-in value, not a PR statement.

2. Accessibility standards in tooling and events

Accessibility isn’t optional - it’s the foundation of inclusion. It ensures that everyone, regardless of physical, cognitive, or sensory differences, can contribute equally.

How to do it:

• Enable closed captions by default on video calls like Zoom or Google Meet.
• Design inclusive events. Choose venues with accessible entrances, restrooms, and seating. Ask in advance if attendees need accommodations.
• Make digital content accessible. Use proper heading structures, readable fonts, and high-contrast visuals. Follow WCAG 2.1 guidelines.
• Provide written follow-ups. Share meeting notes, summaries, or key slides after presentations for anyone who couldn’t attend or needs extra processing time.

Example:
If your team hosts a hybrid town hall:

• Allow remote participants to ask live questions.
• Use readable slides with clear contrast.
• Send a summary email with key takeaways and links afterwards.

Why it matters:
Accessibility isn’t just for those who “need it.” It benefits everyone - captions help in noisy environments, clear layouts improve comprehension, and written summaries help reinforce memory.

15 bite-sized behaviours you can start this week

Inclusion isn’t built overnight - it’s built through consistent small actions that shape how people feel at work every single day. These micro-behaviours take less than five minutes but create long-lasting trust, fairness, and belonging. 

Here’s your ready-to-use checklist for this week:

1. Ask for and use everyone’s pronouns correctly.
2. Rotate who leads recurring meetings.
3. Add alt-text to all images before uploading.
4. Credit others’ ideas during team calls.
5. Check time zones before scheduling.
6. Simplify jargon when explaining concepts.
7. Pair up new hires with a “buddy.”
8. Avoid alcohol-centric team bonding.
9. Record and share meeting recaps.
10. Start one-on-ones with “How are you doing outside of work?”
11. Invite remote workers into impromptu chats via quick calls.
12. Review job ads for gender bias.
13. Offer feedback in private, appreciation in public.
14. Provide agendas before meetings for introverts to prepare.
15. End every meeting with: “Did everyone feel heard today?”

These micro-actions add up to macro-impact.

Manager playbook: Inclusion on a cadence

Inclusion isn’t a one-time event or a training session - it’s a rhythm. To make it stick, managers can embed inclusion into their weekly, monthly, and quarterly routines. Think of it as a leadership habit that keeps your team connected and thriving.

Weekly:

• Track who speaks in meetings - gently balance airtime.
• Share one public appreciation message.
• Ask, “What’s one thing we could do to make work more inclusive this week?”

Monthly:

• Host a 15-minute “belonging check-in.”
• Review feedback trends from one-on-ones.
• Celebrate diverse holidays or personal milestones.

Quarterly:

• Run a pay and promotion fairness audit.
• Refresh your inclusive communication guide.
• Invite guest speakers or employees to share cultural stories.

Pro tip: Add these habits to your team calendar so inclusion becomes part of your rhythm - not an afterthought.

Final thought

Inclusion isn’t a checklist - it’s a commitment. Every time you pause to listen, credit a teammate, or make a process fairer, you strengthen the invisible thread of belonging that holds great teams together.

Start small. Do it daily. Because the most inclusive teams in 2025 won’t just talk about inclusion - they’ll practice it in every conversation, meeting, and decision.