7 ways to be an inclusive co-worker

2. Develop your inclusion voice

Speaking up for inclusion requires both courage and skill. Become the person who gently redirects exclusive language, asks thoughtful questions when perspectives seem missing, and creates space for quieter voices to contribute. This skill takes practice, especially when you’re the only person in the room willing to speak up.

3. Transform your communication style

Inclusive communication goes beyond avoiding offensive language. It’s about creating a workplace where everyone feels heard, valued, and able to contribute their best thinking.

Begin with:

• Replace “ladies and gentlemen” with “everyone,” “team,” or “folks”
• Ask questions like ‘how did you come to that conclusion?’ instead of dismissive language like “I think you are wrong”
• Practice active listening without interrupting or immediately countering

4. Respond from a place of personal experience

When discussing inclusion topics, frame your input around your own experience rather than speaking for others or making generalisations. This creates safer dialogue.

Use language like:

• “In my experience…”
• “Based on what I’ve learned…”
• “From my perspective…”

Avoid making broad statements about other people’s experiences or dismissing viewpoints that differ from yours.

If you feel that your opinion is different from others. Try using terms like:

• “I never thought of it that way”
• “I see your point of view”
• “That’s a different perspective”

5. Pronouns

Asking about pronouns demonstrates respect and creates belonging for transgender and non-binary colleagues. Many professionals want to get this right but feel uncertain about the approach.

Normalise introducing yourself with your name, pronouns and job title, paving the way for your colleagues to do the same. When you make mistakes, apologise briefly and move forward. Create an environment where everyone feels safe to share their pronouns or not to share them without judgment. Discover how email signature pronouns build inclusive workplaces.

6. Challenge stereotypes

We all have biases; it is a natural part of how the human brain works, but inclusive colleagues develop systems to catch and mitigate their automatic assumptions before they impact others. Notice when you’re making assumptions about someone’s capabilities, background, or perspectives. Take a breath and approach with curiosity instead of predetermined conclusions. This requires ongoing self-awareness and practical tools. Challenge your own immediate thoughts by asking yourself “why did I think that?” and “why did I assume this?”

7. Actively support colleagues’ differences

Inclusive workplaces benefit everyone. This means proactively learning about colleagues’ backgrounds, traditions, and perspectives rather than expecting them to always explain or accommodate.

Simple actions we can all take to celebrate our workplace diversities and create a more inclusive environment are:

• Use our Diversity Calendar to learn about religious events that might affect scheduling
• Understand cultural communication styles that differ from your own
• Use National Inclusion Week to create opportunities for team members to share their backgrounds voluntarily

From individual actions to organisational change

These seven practices work when they’re supported by organisational systems, training, and leadership commitment. Individual effort is essential, but sustainable inclusion requires strategic implementation across all levels of your company.

The most successful organisations don’t just hope their employees will figure out inclusion on their own; they provide structured support, ongoing development, and expert guidance that make these behaviours second nature.

For organisations at the beginning of their inclusion journey, our ‘Inclusive Employers Standard Foundation Assessment’ is a great starting point. Based on your answers to 11 questions, you will receive an action-focused report that provides a gap analysis and best practice guidance to help you develop and progress your inclusion agenda. Learn more about our Inclusive Employers Standard Foundation Assessment.