Have you ever thought about how seemingly small actions can lead to a big impact? That’s the power of inclusion, where we create an environment of acceptance, diversity, and understanding for all.  

At work, inclusion is not just a buzzword—it’s the foundation of a productive, positive, and diverse workplace culture. Small acts of inclusion, such as actively listening to colleagues from different backgrounds, using inclusive language in team meetings, or recognising individual preferences, can go a long way in breaking down barriers and fostering a collaborative environment. These actions don’t require major shifts in work practices but do require a mindful and empathetic approach that recognises the value of each person’s contributions.

 

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Small But Effective Acts of Inclusion

Participate in Instrumental Assistance
Instrumental assistance refers to those acts of support that go beyond the formal scope of one's role and job description—helping a colleague with tasks, offering advice, sharing information, making key introductions, or even giving a public endorsement in meetings.

What makes these actions so meaningful is that they’re discretionary. They're not required or expected as part of the work, but they can make a big difference in someone’s success. Consider an example where a peer, instead of waiting for the end-of-week report, proactively gave a quick update right after a meeting to keep things moving forward.

Another great example of instrumental assistance is when a colleague takes the time to help someone prepare for a big presentation or meeting. For instance, a junior team member might be nervous about presenting a new proposal, so a peer with more experience offers to review their slides, help refine the messaging, and even practice with them beforehand. This kind of support is not part of the formal job requirements, but it can make a huge difference in the confidence and effectiveness of the presenter, and ultimately in the success of the project. Just like with the senior manager's quick heads-up, these small, thoughtful gestures go a long way in creating a collaborative and supportive environment.

 

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Recognising Individuals With Their Name
Remembering someone's name is a small but powerful act of inclusion. It shows you see them as an individual, not just another face in the crowd. When you remember someone’s name—especially in a team setting—it makes them feel valued and respected. It's such a simple gesture, but it can have a huge impact on how connected and comfortable someone feels in the workplace.
For example, imagine you're in a meeting, and someone speaks up with a great idea. Acknowledge them by name: “That’s a great point, Priya” This small detail not only affirms their contribution but also fosters a culture where everyone feels seen and heard. It signals that you’re paying attention and that their input matters.
This kind of recognition builds trust and belonging, even in casual conversations. It’s one of those small but meaningful actions that help weave inclusion into the everyday fabric of a team.

 

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Inviting People to Contribute
Inviting people to contribute is such a key part of creating an inclusive, collaborative environment. Not everyone is naturally inclined to speak up in meetings, but that doesn't mean their ideas aren’t valuable. It's easy to let the usual voices take the lead, but actively inviting quieter colleagues into the conversation can really change the dynamic.
For instance, when you're in a meeting and you notice someone hasn’t spoken yet, you could say something like, “I’d love to hear your thoughts on this, Ajay,” or “What’s your perspective on this, Kiara?” This small action not only gives those people a chance to share their ideas, but it also signals that their input is valued. It boosts their confidence and makes them feel more included, which in turn encourages them to contribute more in the future.
This approach does more than just make people feel heard—it leads to better, more well-rounded decision-making. When everyone has a chance to voice their opinions, you get a wider range of ideas, which can spark creativity and uncover new solutions. Plus, when suggestions are properly examined and challenged, decisions become more thoughtful and sustainable.
Incorporating these small behaviours into everyday interactions has a ripple effect. The more people see that their contributions are welcomed, the more likely they are to speak up in future discussions. It fosters an environment of curiosity, respect, and collaboration, which ultimately drives both individual and team performance. When everyone feels empowered to contribute, it creates a space where everyone benefits.

 

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Creating An Environment of Micro-Inclusion

Creating a micro-inclusion vision for how teams work together is all about fostering an environment where everyone, regardless of their background, feels valued and empowered to contribute fully. This isn’t just about big, sweeping changes but about the small, everyday actions that build a culture of inclusivity. Here's how we can approach this:

 

1. Setting the Vision and Intentional Conversations

Start by initiating open discussions with other leaders and managers about the importance of a truly inclusive culture. The aim isn’t just to check a box, but to integrate inclusion deeply into how we collaborate daily. We can ask:

• How do our team structures and workflows support or hinder inclusion?
• What systems might unintentionally favour some over others?

The goal is to create an environment where everyone feels like they can speak up, share ideas, and contribute without hesitation.

 

2. Identifying and Breaking Down Barriers

When we think about how teams work cross-functionally, there are often invisible barriers that limit contributions. Some common challenges include:

• Silos between departments: When teams don’t collaborate well across functions, certain voices or ideas may not be heard or valued.
• Cultural biases: Whether it's in decision-making processes or brainstorming sessions, some perspectives may be overlooked.
• Lack of psychological safety: If employees don’t feel safe enough to voice their opinions or ask questions, they’re less likely to fully contribute.

Addressing these barriers starts with small but consistent actions. Managers can encourage cross-team collaboration, recognise different communication styles, and make sure quieter voices are heard in meetings.

 

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3. Aligning with Core Values

Our organisation’s core values should reflect and support an inclusive culture. If our values prioritise things like innovation, respect, or teamwork, they should naturally create space for everyone’s contributions. However, if some values don’t align (for example, a value of "decisiveness" could unintentionally silence voices that need more time to process and contribute), we should be open to adjusting them.
As leaders, we can also make a point of modelling inclusive behaviours daily. For instance, recognising and valuing diversity in thought during decision-making or celebrating contributions from all team members, no matter how big or small.

 

4. Tracking Progress and Listening

To ensure we’re making progress, we need to consistently check in with our teams. We can do this through:

• Surveys to assess employee sentiment about belonging, fit, and opportunity.
• Focus groups where employees from different demographics and teams share their experiences and provide insights on what’s working and what’s not.

If we notice discrepancies—say, a certain group feels like they’re not being heard or another group feels excluded—we need to address those issues directly. This might mean providing additional resources, mentorship, or changing certain practices to make sure everyone has an equal chance to contribute.

 

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Inclusion doesn’t have to come in grand gestures. It can show up in daily interactions and the way we run meetings, set goals, or celebrate wins. Small actions, like remembering someone's name, actively inviting quieter voices into conversations, or giving a simple nod to a colleague’s contribution, all add up over time. These little moments of inclusion create an environment where everyone feels valued and empowered to contribute their best. 
When we embed these practices into our daily work, we not only enhance collaboration and creativity but also build a culture where trust, respect, and mutual support thrive. The more we make inclusion a habit, the more it becomes ingrained in everything we do, and the better we all perform—both as individuals and as a team.