6 Integral Actions to Build Safe and Inclusive Teams (+ Implementation Checklist)
- Simone Morris
- 6 days ago
- 4 min read
Inclusive leadership is more than a concept—it’s a critical daily practice that fosters a workplace where every team member feels safe, valued, and empowered to contribute their best work. While understanding the why behind inclusion is essential, the real impact comes from embedding specific actions into how teams operate.
According to global research, only 23% of employees report feeling engaged at work. Yet, studies show that inclusive workplaces experience engagement rates that are 12% higher. The implication is clear: organizations that prioritize psychological safety, equity, and inclusivity unlock greater employee potential and stronger business outcomes.
This post outlines six integral actions that managers can implement immediately to create safe, inclusive, and high-performing teams, along with a practical checklist to track your progress.
1. Establish Psychological Safety as the Foundation for Inclusive Teams
Psychological safety is the bedrock of inclusion. It means team members can speak up, ask questions, or admit mistakes without fearing blame or retribution. When psychological safety exists, people participate authentically and innovatively because they feel secure.
How to start:
Model vulnerability openly by sharing your own mistakes and learnings during meetings.
Encourage curiosity over blame when mistakes happen. Ask, “What can we learn from this?”
Invite questions and diverse perspectives explicitly in meetings using phrases like “What am I missing?” or “What would you do differently?”
Create safe channels such as anonymous suggestion boxes or scheduled office hours for private conversations.
2. Practice Inclusive Communication
Communication shapes the team culture. Inclusive communication goes beyond avoiding offensive language — it actively encourages diverse ideas and ensures all voices are heard.
Key approaches:
Use “yes, and” instead of “yes, but” to build on ideas rather than shutting them down.
Track speaking patterns in meetings and specifically invite quieter members to contribute.
Share agendas in advance to give introverted team members time to prepare.
Practice active listening by summarizing what you’ve heard (“So what I’m hearing is...”) and asking clarifying questions.
Minimize distractions by putting away devices and pausing for a few seconds before responding to encourage thoughtful dialogue.
3. Create Multiple Channels for Input and Feedback
Not all team members express themselves the same way. Offering varied means for input respects different communication styles and maximizes participation.
Action steps:
Combine verbal discussions with written follow-ups and asynchronous ideas sharing (e.g., shared documents, digital brainstorming boards).
Hold regular one-on-one meetings at least monthly to create safe spaces for feedback.
Use anonymous pulse surveys or suggestion boxes to capture honest insights.
Introduce skip-level meetings, enabling direct dialogue between individual contributors and senior managers.
Provide multiple modes for contributions—speaking, writing, visuals—and honor cultural differences in communication preferences.
4. Address Bias and Microaggressions Proactively
Unconscious bias and microaggressions can undermine trust and inclusion. Leaders have a responsibility to identify and confront these behaviors while reflecting on their decision-making.
Steps to take:
Educate yourself on common biases, such as affinity or confirmation bias, with implicit bias assessments and diverse educational resources.
Never overlook even seemingly minor inappropriate comments; address them promptly and privately when needed.
Regularly question your assumptions before making decisions.
Solicit perspectives from diverse team members to ensure balanced viewpoints.
Document patterns of concern for follow-up and escalation if behaviors persist.
5. Celebrate and Leverage Diverse Perspectives
Inclusion thrives when differences aren’t just tolerated but celebrated as strengths that enhance problem-solving and innovation.
Implement by:
Actively inviting and valuing opposing views in discussions (“I want to hear different perspectives on this.”).
Thanking people for contrarian ideas to encourage psychological safety.
Rotating roles, such as “chief challenger,” to ensure multiple perspectives in decisions.
Creating cross-functional teams that blend diverse expertise.
Hosting “lunch-and-learn” sessions where team members share unique experiences.
Establishing mentoring or buddy systems pairing people from different backgrounds.
6. Provide Growth and Development Opportunities Equitably
Fair access to career development signals genuine investment and inclusion. Every team member should have the opportunity to grow, be visible, and succeed.
Focus on:
Holding career conversations quarterly to explore interests and goals beyond current performance.
Offering stretch assignments fairly and explaining the selection criteria transparently.
Connecting team members to learning resources, leadership, and cross-functional partners.
Advocating for recognition and development opportunities in broader organizational channels.
Publicly sharing credit when employees contribute significantly to successes.
The Manager’s Implementation Checklist
Daily Practices (5–10 mins):
Greet team members individually.
Use inclusive language; avoid assumptions.
Listen more than you speak.
Invite input: “What do you think?”
Thank those who share different perspectives.
Weekly Practices (30–60 mins):
Conduct one-on-ones with every direct report.
Review meeting participation for equity.
Recognize contributions publicly.
Check workload distribution fairness.
Reflect on your reaction to mistakes and concerns.
Monthly Practices (2–3 hours):
Carry out anonymous climate surveys.
Review access to development opportunities.
Analyze decision-making for bias.
Seek feedback on your leadership.
Ensure quieter voices are heard.
Quarterly and Annual Practices:
Assess team culture comprehensively.
Update norms and communication guidelines.
Set measurable inclusion goals.
Complete unconscious bias and inclusion training.
Share learnings with peers.
Getting Started: Your First 30 Days
To avoid overwhelm, build these foundational habits week by week:
Week 1 – Psychological Safety: Share a vulnerability, invite questions.
Week 2 – Inclusive Communication: Practice “yes, and” in conversations, track meeting voices.
Week 3 – Multiple Input Channels: Hold one-on-ones, create new asynchronous feedback methods.
Week 4 – Address Bias: Take an implicit bias test, begin addressing non-inclusive language or behavior.
Measuring Progress
Evaluate impact with both data and stories:
Quantitative: team engagement, participation rates, retention, promotions, 360 feedback.
Qualitative: team comfort in expressing opinions, early escalation of issues, diverse contributions, and equitable development access.
Regular pulse surveys with questions like “I feel comfortable being myself at work” provide ongoing insight.
Making Inclusion Sustainable
True inclusion is a marathon, not a sprint.
Build habits gradually; focus on a few actions at a time.
Seek support from peer managers who share your goals.
Expect and learn from setbacks.
Celebrate small wins.
Remain curious and committed to evolving your practices.
The Ripple Effect
By embedding these six actions, you not only transform your team but also contribute to a broader cultural shift within your organization. Imagine unlocking the potential of the 77% of disengaged employees worldwide by fostering a workplace where everyone feels genuinely heard, respected, and valued.
If you’re ready to advance your team’s inclusion journey, Simone is available to help tailor these strategies for your specific context.
Book a complimentary call with Simone at www.callwithsimone.com to explore practical ways to create a safer, more engaged, and high-performing team.
