What an inclusive team culture looks like, and how to build one
Inclusion isn’t just about who’s on the team; it’s about how the team works every day.
If you want to create a workplace where everyone can do their best work, you need more than policies and values statements. You need working habits that genuinely support people.
Here’s how to build an inclusive team culture that works in practice.
Start with visibility and clarity.
Assuming everyone works the same way is one of the quickest paths to exclusion.
Instead, ask:
What helps each of us do our best work?
What support or flexibility do people need?
How do we want to give and receive feedback?
When people can share what works for them, and know it’ll be respected, you lay the foundation for trust and inclusion.
Make team agreements that stick
Inclusive culture shows up in the small things, how meetings run, how decisions are made, how people ask for help.
Team agreements make this visible. Document what the team expects and what individuals need. This might include:
Communication preferences
Meeting norms
Decision-making processes
Ways to flag concerns or request support
The Working With Me™ approach helps teams have these conversations and turn them into clear agreements. These are practical standards the whole team can rely on.
Build inclusion into how you work
Often, inclusion efforts focus on making adjustments after someone struggles.
But inclusion is more effective when it’s designed from the start. That’s where universal design comes in, shaping team habits and tools to work for everyone.
This could mean:
Sharing agendas ahead of meetings
Offering multiple ways to contribute (e.g. in writing, in person)
Setting default expectations that support focus, flexibility and clarity
Inclusion strengthens team performance.
Inclusive teams don’t just feel more supportive, they also get better results. Diverse teams are 35% more likely to outperform others (watchthisspace.uk).
But that kind of performance isn’t automatic. It takes structure, clarity and real commitment.
The good news? You don’t need to overhaul everything. Start with one change: ask what your team needs, document it, and stick to it.
Want a structured way to do this with your team? Enquire about booking the Working With Me™ approach for your team or arrange a discovery call.
FAQs on inclusive team culture
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It’s a way of working where everyone’s needs and contributions are respected, and team habits are designed to support diversity.
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Start by asking team members what they need, documenting shared agreements, and using universal design principles to shape how you work.
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They are written norms that reflect how a team works together, making expectations clear and reducing the need for individuals to keep asking for adjustments.