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Why start from scratch planning National Inclusion Week® when you can have everything ready to go?
Our comprehensive Supporters Toolkit gives you professional-quality resources that save time and deliver real impact.
Top tips for EDI and HR professionals for National Inclusion Week® 2025
Celebrating your own National Inclusion Week® can take much preparation and require substantial support from all team areas. There can be difficulties along the way, resistance to progress and challenges achieving whole team buy-in.
Below are some top tips to support colleagues to make the best of the week.
1. Prepare early
National Inclusion Week® can be as big or as small as is within your capacity as an organisation, but in any case, preparing early what you’d like to do, how you’d like to do it, and who you need to involve ahead of time, will allow your week to run more smoothly and show your team that this has been given the due care and attention it deserves.
2. Involve and include everyone
National Inclusion Week® is for everyone! So, be sure to include anyone keen to show their commitment to inclusion and ensure your plans and activity for the week and accessible and inclusive for everyone in your organisation to take part. Also, consider who you speak with and what matters to them in your organisation most, depending on their job role or position. If they are in finance, give them information on how inclusion will increase profit and reduce cost. If they are in HR, how will it impact recruitment and retention, etc? This will help you increase engagement and create the business case for EDI (equity, diversity and inclusion) by involving more departments. Goals or targets can also be added to performance reviews to allow everyone to have a chance to make progress in the organisation.
3. Start small and don’t overload
If you are at the start of your organisational journey and feel overwhelmed by the idea of running your own National Inclusion Week®, try by starting to plan just a couple of activities for the week and some comms. You have to start somewhere. Additionally, think about where your organisation is in their inclusion journey. If you dive right in with the complexities of gender identity, you may find that some people feel alienated and like “inclusion is too much for them”. Inclusion is for everyone, the aim is for all employees to understand the complex topics, but it’s best to start with overarching themes such as equality, diversity, inclusion, discrimination, etc. Build up foundations before progressing onto more advanced topics.
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Why start from scratch when you can have everything ready to go? Our comprehensive Supporter Toolkit gives you professional-quality resources that save time and deliver real impact.
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4. Evaluate after the week and share widely
This will inspire and motivate the overall team and demonstrate to leadership that investment in inclusion is important and impactful! Use real life examples (if you don’t have permission remember to fully anonymise) and relate inclusion to your business objectives, community outcomes or customer satisfaction. When colleagues can see how inclusion makes their lives better or easier, they are more likely to change their behaviour. Sharing stories of the diverse people in your organisation can really resonate, consider how you can share these role models across your business.
5. Collaborate with colleagues to develop ideas and actions to support others in your organisation
If you know you’d like to do something but are not sure what or how, why not ask colleagues to collaborate on a project with you? Bringing your ideas together to create something for the whole team to take part in/use and benefit from will make your workplace safer and more inclusive for everyone.
6. Be prepared to be uncomfortable
The subject of inclusion can often bring up uncomfortable feelings. Topics such as racism, transphobia, and islamophobia can be difficult to talk about, but that is often a good thing. Don’t let the uncomfortable topics go undiscussed, focus on creating a safe space for one another to have these discussions. For example, set ground rules and discuss in relaxed environments where people can sit on sofas with a cup of tea. Unpack together why certain topics make people feel certain ways and be open to listening.
Don’t go it alone – invest in expert support
Delivering an impactful National Inclusion Week® can feel like a big task, especially if you’re managing it alongside other responsibilities. You don’t have to do it all on your own. Whether you’re looking to engage large groups, inspire your leadership team, or build confidence in your messaging, additional support can make a big difference.
At Inclusive Employers, we offer a range of ready-to-go and bespoke support options to help you deliver a meaningful week – from our Supporters Toolkit and expert-led webinars, to inclusive leadership sessions and keynote speakers. With the right support in place, you can create a more confident, impactful and inclusive experience for everyone.
Get campaign updates
Sign up to take part in National Inclusion Week® and stay informed with key campaign updates, inspiration and practical guidance. You’ll also receive a free Registration Pack with branding, theme guidance and event replays to help you get started.
If you’re a member, don’t forget to sign in to access your full Supporters Toolkit — everything you need to deliver a confident and impactful week.
Become a National Inclusion Week® supporter
Why start from scratch planning National Inclusion Week® when you can have everything ready to go?
Our comprehensive Supporters Toolkit gives you professional-quality resources that save time and deliver real impact.