5 Tips for Creating an Inclusive Culture as a Leader

Having worked in the sector for a long time, with all kinds of leaders, I’ve seen what genuinely shifts organisational culture. And I’ll be honest: it’s not strategy documents, away days, or statements of solidarity – though they have their place. It’s authentic beliefs and behaviours that are lived, not laminated. Inclusion is organic. It grows from values and actions, not virtue signalling. 

The charity sector talks a lot about inclusion, but the action often stops there. The research by the Charity Commission and Pro Bono Economics (Trusteeship – a positive opportunity: Understanding skills, experience and demographics in England and Wales) found no improvement in board diversity over the last few years. None. While other sectors edge (however imperfectly) towards progress, we’re still recycling the same conversations. Still hosting the same panels. Still drafting the same “commitments” with no teeth. 

So what does that say about us? About our values? About what—and who—we’re really prioritising? If we exist to tackle inequality, we can’t keep replicating it in how we lead. 

It’s time to get real. Here are five tips that cut through the lip service and speak to what actually creates inclusive cultures.

Start with Self-Awareness: you can’t fix what you won’t face

Inclusion starts with you. That means doing the inner work—understanding your own identity, biases, and how power shows up in your leadership. If you’re not actively reflecting on how your lived experience shapes your lens, you risk reinforcing exclusion, even with the best intentions. Leaders set the tone: if you’re not modelling self-awareness, values-based behaviour and humility, don’t expect your team to bring their whole selves.

Normalise conversations about Power, Privilege, and Identity

Avoiding these topics doesn’t make your culture more “neutral”—it just keeps existing power structures hidden and unchallenged. Inclusion isn’t about being nice; it’s about shifting who gets to be heard, seen, and valued. Make it normal to talk about how systems of privilege and disadvantage play out in the workplace. And if it feels uncomfortable? Good. That’s often a sign you’re doing the work.

Design out bias, don’t just catch it

Bias isn’t just an unconscious hiccup—it’s baked into systems, policies, and “the way we do things.” Leaders need to proactively design fairer processes—from hiring to decision-making to performance reviews. Don’t wait for someone to flag a problem. Build systems that expect differences and accommodate them as standard, not as a favour.

Inclusive culture is built in the everyday, not the Away Day

One-off workshops don’t shift culture—daily behaviours do. How are you running meetings? Who’s invited to speak, and who isn’t? Whose ideas get traction? Inclusive leadership is about consistent, everyday choices that amplify equity: listening more than speaking, sharing power, challenging exclusion in real time. Inclusion isn’t a campaign—it’s a habit.

Accountability isn’t optional

Inclusion without accountability is just window dressing. Set clear goals, measure progress, and be transparent about where you’re falling short. And yes, that includes holding yourself and other leaders to account, not just diversity leads or HR. If no one’s responsible, nothing changes. If everyone is, change becomes possible. 

Final Thoughts 

Is the sector’s lack of progress on inclusion because we don’t know what to do or because we haven’t prioritised doing it? I know what I think and that needs to change – urgently. We don’t need more discussion. We need more disruption. Because when leaders lead inclusively, it doesn’t just change culture, it changes lives.

So, join my Inclusive Leadership course on Wednesday 18 June to explore the attributes of inclusive leaders, learn how to address microaggressions, and understand systemic challenges that hinder equity and belonging. Register here today. 

Additionally, I’ll be running a session on Wednesday 25 June on Creating an Inclusive Culture, register here now.