How to Create an Inclusive Workplace

How to Create an Inclusive Workplace: The Small Things That Make a Big Difference

Episode Summary

Inclusion isn't a policy document. It shows up in the small, everyday decisions — whether your team socials always end up at the pub on a Friday, whether there's somewhere quiet for someone to decompress or pray, whether a new mum returning from maternity leave has a private space to express milk. In this episode, Claire Cathcart and Sarah Ropek break down the practical, low-cost things that make people genuinely feel like they belong — and what you're communicating when you get them wrong.

The stats: CIPD research shows employees who feel included are significantly more engaged and far less likely to leave. A Deloitte study found 39% of workers have altered their behaviour at work just to fit in.

• Inclusion isn't about big EDI strategies — it's the small things people actually notice day to day.
• Team socials matter. Always Friday at the pub? That excludes single parents, non-drinkers, carers, and people with religious commitments.
• The Christmas party question — would calling it a winter social open the door to more of your team?
• Food is inclusion too. Halal, gluten-free, dairy-free — if you can accommodate it, why wouldn't you?
• Neurodiversity requires individual conversations, not blanket policies. Ask people what works for them.
• Onboarding is your best opportunity to understand what someone needs before they start working around your defaults.
• Culture comes from the top. If leaders aren't modelling this, it won't embed across the organisation.
• Most of this costs very little. What it takes is awareness and a willingness to ask.

Rethinking team socials — vary the format, time, and setting. Lunchtime events, non-alcohol-centred activities, and flexible timing open your social calendar to people who currently feel excluded from it — or attend out of obligation rather than choice.

Neurodiversity in practice — noise-cancelling headphones, flexible break patterns, quiet spaces. None of these are radical. Ask individuals what they need rather than assuming one approach works for everyone.

Onboarding — ask new starters early what they need to do their best work. Most won't raise it unless there's a safe space to do so. Building it into the offer stage is even better.

Leadership — if leaders aren't modelling inclusive behaviour, it won't filter down. Curiosity matters more than policy.

1. Audit your team socials — ask what people would actually enjoy, not what you assume.
2. Create a quiet space — somewhere to pray, decompress, or express milk sends a clear message.
3. Add a question to onboarding — "what do you need to do your best work here?"
4. Check your event catering — halal and allergen-friendly options are easy when you ask upfront.
5. Use surveys or focus groups to understand what your people actually value.

• CIPD Inclusion and Diversity research — cipd.org
• Deloitte Inclusion research — deloitte.com

Claire Cathcart — founder of the Elevate Hub, helping people professionals build strategic confidence and commercial impact.

Sarah Ropek — fractional HR specialist supporting small businesses and start-ups with practical, fit-for-purpose HR.

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Tags: inclusive workplace, workplace inclusion, how to make employees feel included, diversity and inclusion at work, inclusive culture, employee belonging, HR podcast UK, neurodiversity at work, team socials inclusion, HR for small business