National Inclusion Week - and why inclusion is key to a profitable business

National Inclusion Week (15-21 September 2025) is a reminder that a business will flourish when everyone feels that they are playing a part in the success. Inclusion is about creating an environment where all employees contribute and is more than just diversity.

Diversity focuses on ensuring people from different backgrounds and abilities are represented. Inclusion goes much further and is about having a workplace culture where everyone feels respected and empowered. 

Why should employers value inclusion in the workplace?

Inclusive workplaces will flourish and thrive when everyone feels that they belong, because when employees feel included, engagement and motivation increase, as does collaboration, innovation and employee retention. 

Inclusion is therefore potentially a strategic advantage, but inclusive leadership is critical. Business leaders who mentor diverse talent and help embed inclusion into the culture of a business send a powerful message via their actions. Inclusion should not just be a one-week initiative, it is a continuous process of embedding inclusive practices into everyday interactions in the workplace. Not only is embracing inclusion compassionate, it is also essential to unlock the full potential of your employees, which should lead to a stronger and more successful business. 

How can employers foster inclusion in the workplace?

It is important for inclusive behaviour to be modelled from the top down with clear inclusion goals communicated transparently throughout the organisation. Ensuring that leaders are trained in inclusive leadership and unconscious bias is key. Employment policies should be inclusive of all identities and educating staff on topics like cultural competency, microaggressions, and allyship can increase awareness and help retain ongoing dialogue around these issues. Positive staff engagement can flow where employers recognise and celebrate different cultural events and awareness days.

Employee Resource Groups / Networks for different identities (e.g., LGBTQ+, women, neurodiverse employees) can help to create safe spaces for employees to connect over shared identities or interests and reduce feelings of isolation, especially for underrepresented groups. Employers can monitor progress in this space by conducting regular feedback surveys and ensuring safe channels for reporting discrimination or exclusion. Keeping staff involved in updates and the ongoing discussion is also advised to encourage open dialogue and, ultimately, an inclusive and happy workplace for all.

Our Employment Law Team are experienced in advising employers and HR professionals on all aspects of workplace culture and are available to discuss on 0800 542 4245 or via our local office network.