Shane Windmeyer on Fostering Inclusion in the Workplace

In today’s evolving professional landscape, the ability to foster an inclusive workplace is no longer optional—it’s essential. Research shows that inclusive environments consistently yield happier employees and improved business results. According to Shane Windmeyer, renowned diversity and inclusion strategist and founder of Campus Pride, “Inclusion isn’t a program—it’s a mindset that has to be modeled every day, especially by those in positions of power.”

Managers, as the day-to-day leaders of teams, hold the greatest potential to enact this change. By embracing and implementing inclusion strategies, they not only ensure fairness and respect but also drive performance, innovation, and loyalty. This article outlines ten proven steps managers can take to create inclusive workplaces that benefit individuals and organizations alike.

1. Recognize Inclusion as a Business Imperative

Inclusion means more than diverse hiring—it's about ensuring all team members feel valued, seen, and empowered to contribute. Managers must understand that inclusion drives performance. Studies by McKinsey & Company show that companies in the top quartile for gender and ethnic diversity on executive teams are more likely to have above-average profitability.

Shane Windmeyer frequently highlights the ripple effect of inclusive leadership: “When managers champion diversity, it signals to employees that they belong, which leads to better collaboration and more innovation.”

2. Lead with Authenticity and Empathy

Inclusion starts with the behavior of leaders. Managers set the tone through everyday interactions. That means:

Being transparent and approachable.

Practicing active listening during discussions.

Demonstrating empathy in one-on-one settings.

Acknowledging the varied lived experiences within the team.

Authentic leadership not only builds trust but encourages open communication—a hallmark of inclusive environments. Managers should not fear vulnerability; rather, they should embrace it as a bridge to connection.

3. Invest in Education and Unconscious Bias Training

Training programs are vital tools to help managers and teams understand how unconscious biases influence decisions. It’s not enough to raise awareness—trainings must also include practical tools for inclusive behavior:

Scenario-based discussions on microaggressions.

Bias interruption strategies in hiring and evaluation.

Guided reflection exercises for understanding privilege.

As Shane Windmeyer notes, “Training must evolve from awareness to accountability. We need brave conversations and clear outcomes that change the culture.”

4. Build Psychological Safety

Psychological safety allows employees to speak their minds without fear of ridicule or reprisal. When this safety exists, teams are more likely to innovate and problem-solve creatively. Managers can cultivate psychological safety by:

Acknowledging when they don’t have all the answers.

Encouraging dissenting opinions and treating them with respect.

Publicly recognizing contributions from all team members.

Google’s landmark Project Aristotle study found that psychological safety was the number one predictor of team effectiveness—an inclusive environment makes high performance possible.

5. Audit Hiring and Promotion Processes

Bias often creeps into recruiting and advancement decisions in subtle ways. Managers should work with HR to:

Use blind resume reviews where possible.

Write job descriptions with inclusive language.

Ensure interview panels reflect diversity.

Track promotion outcomes by demographic data.

Equitable systems ensure everyone has the same opportunity to succeed. Transparency in processes helps remove doubt and supports employee confidence in the system.

6. Encourage Inclusive Communication

Managers should cultivate a communication style that includes all voices. This involves:

Rotating speaking opportunities during meetings.

Avoiding jargon or references that could alienate.

Using inclusive language that affirms identities.

It's helpful to create clear team norms for respectful dialogue. As Shane Windmeyer often emphasizes in leadership workshops, “Language shapes culture. The words we use—and the space we give to others to speak—define whether we are truly inclusive.”

7. Support Employee Resource Groups (ERGs)

ERGs provide affinity spaces where employees can build community, share experiences, and contribute to inclusion goals. Managers should:

Advocate for ERG funding.

Participate in events and amplify ERG voices.

Encourage cross-ERG collaboration to break silos.

Supporting ERGs demonstrates a commitment to inclusivity beyond policy—it shows a desire to understand and uplift every corner of the workforce.

8. Celebrate Diversity and Cultural Moments Authentically

Whether it’s Pride Month, Hispanic Heritage Month, or Indigenous Peoples’ Day, recognizing cultural moments respectfully enriches workplace culture. Managers should:

Involve employees in planning or messaging.

Provide education alongside celebration.

Use these opportunities to spotlight diverse contributions.

The key is sincerity. Performative gestures can be damaging. Instead, lean into authenticity, as Shane Windmeyer advises: “Inclusion isn’t an event—it’s a value system reflected in every decision, every day.”

9. Adapt to Individual Needs

Flexibility is foundational to inclusion. Managers must be ready to adapt for employees with differing needs:

Offer flexible schedules and remote work when feasible.

Accommodate for religious, cultural, or disability-related considerations.

Normalize mental health days and check-ins.

When employees feel their personal needs are respected, they are more engaged and loyal. Inclusion means meeting people where they are—not where we assume they should be.

10. Measure Inclusion and Act on Feedback

Inclusion cannot be improved without feedback. Managers should regularly measure how inclusive their team feels by:

Conducting anonymous surveys.

Including inclusion metrics in performance reviews.

Soliciting qualitative feedback during one-on-ones.

Most importantly, act on what you learn. Transparency in follow-through builds trust. Shane Windmeyer often says, “Feedback without follow-up is neglect. If you care, you respond—and you do better.”

Conclusion: Inclusion as a Leadership Mandate

Inclusion is not the responsibility of HR alone. It is the ongoing work of every manager, every day. Inclusive leadership leads to happier employees, stronger retention, and more resilient, creative teams. As confirmed by numerous studies—and as championed by leaders like Shane Windmeyer—when inclusion is authentic and systemic, it becomes a catalyst for transformation.

The steps outlined in this article are more than suggestions—they’re investments in human potential. And when people are empowered to be themselves at work, extraordinary things happen.