We all want to belong. But inclusion doesn’t happen just because you say, “Everyone’s welcome here.” It takes intention, strategy, and the courage to face some uncomfortable truths. As a Black woman who’s worked in corporate spaces and now leads a consultancy supporting inclusion through mental health, race equity, and neurodiversity, I’ve seen what works—and what doesn’t. Here are 10 honest, practical tips to help you build an inclusive culture that lasts.

1. Don’t Delegate Inclusion to HR
Culture change is a leadership issue, not an HR initiative. Senior leaders must be visible champions of inclusion, not just silent supporters.

2. Make Psychological Safety a Priority
If people can’t speak up without fear, your culture isn’t inclusive. Prioritise psychological safety in leadership development and performance structures.

3. Representation Alone Isn’t Enough
Diversity without inclusion is tokenism. Ensure racially diverse colleagues have equal access to promotion, mentorship, and leadership opportunities.

4. Audit for Equity, Not Just Diversity
Ask: who gets to lead, speak, or be heard in meetings? Conduct equity audits that assess power, influence, and outcomes—not just headcounts.

5. Don’t Be Colour-Blind. Be Colour-Conscious
Pretending you “don’t see race” won’t address systemic bias. Learn to recognise how race and culture shape workplace experience—and act accordingly.

6. Listen to the Margins
If the only voices shaping your strategy come from the centre, you’re missing the insight of those most affected by exclusion. Create safe spaces for racially marginalised and neurodiverse colleagues to be heard and believed.

7. Train Managers to Recognise Bias
Line managers have more daily influence than execs. Invest in training that helps them identify microaggressions, affinity bias, and how to respond with empathy.

8. Move From Performative to Practical
Rainbow logos and Black History Month posts mean nothing if your staff still face discrimination. Focus on lived experience, measurable outcomes, and follow-through.

9. Measure Inclusion Like a KPI
What gets measured gets managed. Tie inclusion outcomes to manager performance, senior leadership accountability, and business objectives.

10. Be Ready to Get It Wrong—and Keep Going
Inclusion work will make you uncomfortable. You will get it wrong. Do it anyway. Growth requires humility, consistency, and the willingness to try again.