Inclusion isn’t a policy, it’s a mindset

You’ve updated your handbook. You’ve got an Equal Opportunities Policy. Tick, tick. But your team?

Someone quietly shares they’re masking their neurodivergence. Another avoids asking for flexible hours, again. And you can sense some conversations are starting to move underground into group chats and private DMs.

Welcome to inclusion in 2025 where AI tools, social media, and a more informed workforce mean employees know their rights better than ever. And they’re asking bigger questions: Do I belong here? Am I seen here? Does this culture work for someone like me?

• 43% of UK employees say they don’t feel a sense of belonging at work (CIPD, 2024).
• 1 in 5 neurodivergent employees report experiencing discrimination or exclusion in the workplace (Acas, 2023).
• The average cost of a discrimination tribunal claim? £8,500–£30,000—not including reputational fallout or settlement payouts (Expert HR, 2024).
• Businesses with inclusive cultures are 35% more likely to outperform competitors (McKinsey, UK sample), and far more likely to retain talent (CIPD Good Work Index).

Inclusion isn’t just good practice, it’s business sense.

1. Move beyond the policy

Policies are your foundation, not your culture. Inclusion shows up in daily behaviour, leadership habits, curiosity, and genuine flexibility.

2. Talk to your people and listen

Run short, meaningful pulse surveys or listening sessions. Ask open questions: What makes you feel like you belong? What gets in the way? How can we make working here better?

3. Build neuroinclusive practices

Audit your recruitment processes, feedback systems, policies, and workspaces. Are you creating environments that support different ways of thinking and working?

4. Upskill your managers

Line managers shape everyday culture. If they don’t understand bias, flexibility, or how to use inclusive, respectful language they’re part of the risk.

5. Understand AI’s impact

Employees now use ChatGPT to check contracts, look up policies, and understand their rights. If you’re not ahead of those conversations, you’ll always be reacting.