Key Takeaways from Our Creating an Inclusive Workplace Roundtable

Practical Approaches to Building an Inclusive Workplace Culture

This week Hanson Search hosted a breakfast roundtable at The Ivy Club, where we explored the topic of “Creating an Inclusive Workplace.” The event was held in collaboration with Rebecca Deegan from I Have a Voice (IHAV) and expertly chaired by Avril Lee. The discussion brought together industry leaders to discuss the challenges and strategies for creating a truly inclusive workplace.

An inclusive workplace is essential for business success, as it drives innovation, improves decision-making and strengthens talent retention. However, in times of economic uncertainty, leadership engagement in DE&I efforts often decreases as the focus shifts to growth and revenue. To prevent inclusion from being sidelined, leaders must recognise that inclusion is not just a social responsibility but a critical component of a successful business strategy. Here are the key insights from our event:

Sustaining Inclusion Requires Linking Initiatives to Business Imperatives

A key takeaway from the discussion was the importance of integrating diversity and inclusion initiatives into the business strategy, rather than treating them as optional “add-ons.” In times of economic uncertainty, leadership engagement in D&I efforts often decreases as the focus shifts to growth and revenue. However, participants stressed that diversity is essential for driving innovation, improving the quality of decision-making and retaining top talent. Making inclusion a fundamental part of the organisational culture is key to long-term success. Initiatives often fail when they aren’t fully adopted at every level of the organisation.

The Importance of Psychological Safety and Active Listening

Given the ongoing geopolitical challenges, social divisions and the constant flow of global news, it’s more important than ever for employees to feel safe, supported and heard. The conversation highlighted the need for organisations to move beyond generic policies, adopting a more personalised approach that truly listens to employees’ individual concerns. Active listening, showing flexibility and creating opportunities for employees to share their thoughts are crucial for building trust and supporting well-being in these uncertain times.

Measuring Impact and Navigating External Pressures Remain Key Challenges

The discussion also explored the difficulties organisations face in measuring the impact of Inclusion initiatives. In the US, for example, laws have required companies to adjust certain D&I programs, particularly those focused on female leadership due to a change in government policy. Additionally, many organisations struggle with low disclosure rates of personal data, which makes it difficult to evaluate the effectiveness of diversity efforts. One practical suggestion was the introduction of a “diversity passport” to track accommodations for neurodiverse individuals or those with disabilities, so they don’t have to repeat the same discussions every time they switch roles or managers.

The Impact of ‘Cancel Culture’ on Inclusion Efforts

External social pressures, such as ‘cancel culture,’ have led organisations to become more cautious in their approach to inclusion, even when their intentions are positive. The fear of getting inclusion “wrong” was highlighted as a significant concern. Organisations need to navigate these pressures carefully while still making progress on inclusion.

Advancing Inclusion: Progress and Ongoing Learning

While progress is clear, many organisations are still defining what inclusion means for them. As workforces become more diverse, businesses are evolving along the way. While progress is being made, there are still challenges to overcome. It was highlighted that while policies and processes are essential for embedding best practices, true cultural change must be driven from the top and spread throughout the organisation.

The Way Forward

Creating an inclusive workplace is an ongoing journey. Despite challenges, from economic pressures to societal shifts, the commitment to inclusion is as strong as ever. Leadership must take proactive steps to drive cultural change, ensuring inclusion becomes a fundamental and non-negotiable part of the organisation’s framework.

At Hanson Search, we are committed to helping organisations build diverse and inclusive teams that drive business success. With our extensive expertise in executive search and talent advisory, we support companies in finding leaders who can champion diversity and foster inclusive cultures. Whether you’re refining your D&I strategy or looking to build a more inclusive leadership team, our tailored approach ensures your efforts align with both business objectives and societal needs.