Updated as of 5 July 2025

What happens when companies start creating cultures of genuine belonging instead of just checking diversity boxes? Inclusion is strategic as well as moral. Companies in the top quartile for ethnic and cultural diversity beat those in the bottom by 27% in terms of profitability, according to a 2023 McKinsey analysis. Why? Because diverse teams are more collaborative, have deeper views, and generate sharper ideas. However, diversity isn’t complete without inclusion. How can we establish environments where everyone is empowered, seen, and heard? In order to build a truly humane workplace, we asked culture advocates and workplace leaders to offer their perspectives on adopting diversity and inclusion.

Empathy and Active Listening Build Inclusive Workplace

Our organization promotes diversity and inclusion by creating a workplace that emphasizes empathy and active listening. We encourage employees to share their personal stories and viewpoints during regular team meetings and through employee resource groups. These discussions help reduce misunderstandings and foster genuine connections among people from different backgrounds. Our leaders are dedicated to listening to feedback and making changes to promote fairness and inclusion throughout the company. We also practice inclusive hiring to give people from various communities equal chances to join and advance in the organization. Additionally, we provide ongoing training on unconscious biases and cultural awareness to help everyone understand and appreciate each other better. By emphasizing respect and a sense of belonging, we aim to create a work environment where everyone feels recognized, valued, and supported. This people-focused approach encourages teamwork, innovation, and long-term success.

Matthew Ramirez, Founder, Rephrasely

——————————————-

Flexible Work Design Creates Strength Through Diversity

One way we promote diversity and inclusion is by intentionally hiring across different time zones and life stages. We don’t just tolerate flexible work—we design around it. Whether someone is a parent working nights or a freelancer juggling multiple gigs, our workflows are built to support asynchronous collaboration. That’s led to a more diverse team because we’re not forcing people into a rigid 9-5 mold.

What’s made it truly humane is that we treat flexibility as a strength, not a concession. One of our top editors is a mom who works in the early morning and again after her kids are asleep. Instead of sidelining her schedule, we optimized around it, and the quality of her work has been exceptional. That mindset shift—seeing diversity not just in who we hire, but how people work—has shaped a more empathetic, productive culture overall.

Andrew Peluso, Founder, What Kind Of Bug Is This

——————————————-

Passion Over Experience: Gardening Team Grows Through Diversity

At Ozzie Mowing & Gardening, embracing diversity and inclusion starts with hiring based on passion and potential rather than just background or experience. Over the years, I’ve worked alongside people from all walks of life, and I’ve learned that a genuine love for the garden can be found in anyone, regardless of where they come from. One of the most meaningful decisions I made early on was mentoring a young apprentice who had no formal training but showed real enthusiasm for the work. With my 15 years of hands on experience and my certification in horticulture, I was able to guide him not just in technique but in developing confidence and a strong work ethic. Today, he’s running his own small team under our banner and is one of our most requested gardeners. That kind of growth, both professionally and personally, is exactly what we want to foster in our workplace.

We’ve also made it a point to create an environment where everyone’s input is valued. Whether it’s a first-year apprentice or someone with decades of experience, we discuss project ideas together and encourage team members to bring their own cultural perspectives into garden design and planting. This has led to more creative and inclusive spaces for our clients, like a native edible garden project that combined Indigenous knowledge with modern techniques. My background in both practical and theoretical horticulture helped ensure the science matched the vision, and the result was a garden that honored tradition while thriving in a suburban backyard. That kind of collaboration only works when people feel respected, heard and empowered to share what they know.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

——————————————-

Culture Contribution Replaces Culture Fit at Zapiy

At Zapiy.com, we’ve always believed that building a business is as much about how you treat people as it is about what you create. One of the most meaningful ways we’ve embraced diversity and inclusion is by being intentional about creating a culture where different voices aren’t just present — they actively shape how we grow.

For us, that started with rethinking how we hire and collaborate. Early on, we moved away from the idea of hiring for “culture fit” and instead focused on “culture contribution.” We look for people who challenge assumptions, bring unique experiences, and see problems through different lenses — even if that makes conversations more complex at times. That discomfort, I’ve found, is actually a sign of growth.

One initiative I’m particularly proud of is our rotating “Perspective Sessions.” Every month, a team member volunteers to share something from their background, culture, or life experience — whether it’s about how they approach problem-solving, a tradition that’s meaningful to them, or a challenge they’ve faced. These aren’t formal training sessions — they’re human conversations that spark empathy and connection.

The impact has been real. It’s not just improved collaboration — it’s fostered a workplace where people feel safe to be authentic, to ask questions, and to challenge ideas without fear of being dismissed. And that openness translates directly into better problem-solving, creativity, and ultimately, a more resilient business.

Diversity and inclusion isn’t a checkbox for us — it’s the foundation of building a team that’s equipped to serve a diverse, global customer base. It takes work, and sometimes uncomfortable conversations, but the reward is a workplace that feels genuinely humane — where people know they belong and where their perspectives actively shape our future.

Max Shak, Founder/CEO, Zapiy

——————————————-

Unbiased Hiring Creates Authentic Cultural Expression

I have found the best way to organically embrace diversity is to first of all, focus on diversity and lack of bias in the hiring process in order to build a truly diverse and inclusive team and culture. It’s important not to ignore the diversity in an organization in my experience, but instead to acknowledge the differences and similarities that make us human. I’ve had good success encouraging people to speak about and represent their cultural identities at work, and I believe this has created a truly humane and inclusive company culture.

Soumya Mahapatra, CEO, Essenvia

——————————————-

Nontraditional Mentors Show Multiple Paths to Success

At Miller Pest & Termite, one meaningful step we’ve taken is being intentional about mentorship. We pair every new hire with someone who didn’t come from a “traditional” pest control background—someone who got into this work through a different door. It’s our way of showing from day one that there’s no one mold you have to fit here, and that everyone brings something different to the table.

One of our best techs in Omaha started out in food service and told me that having a mentor who’d come from retail made him feel like he wasn’t behind. He said it was the first job where he didn’t feel judged for learning on the job. That kind of connection doesn’t just build skills—it builds belonging.

Joel Miller, President, Miller Pest & Termite

——————————————-

Open Spaces Foster Diverse Voices at BoxKing

One meaningful way our organization embraces diversity and inclusion is by creating open, judgment-free spaces where every team member can share their personal experiences, cultural backgrounds, and ideas freely, whether through casual “culture share” sessions or structured team discussions. As a cofounder at BoxKing Gaming, I’ve seen how encouraging diverse perspectives in product design and marketing not only improves our ideas but also builds stronger team connections. We also prioritize inclusive design in our modular furniture to serve a wide range of lifestyles and living spaces. This approach ensures that everyone feels seen, respected, and valued, which makes collaboration more authentic and creates a workplace where people genuinely want to grow and contribute together. Inclusion isn’t just a policy—it’s embedded in how we listen, design, and work daily.

Qianqian He, Founder, BOXKING GAMING

——————————————-

Ethics Code Anchors Diversity Throughout Business Practices

Diversity and inclusion are two pillars in our code of ethics. I believe that you can’t really have a diverse, inclusive workplace unless you implement those values from the core of your business outward. By having them in our code of ethics, they’re solidified as practices that we absolutely must abide by, no matter what we are doing (hiring, collaborating, treating each other interpersonally, etc.).

Seamus Nally, CEO, TurboTenant

——————————————-

Recovery Center Builds Trust Through Lived Experience

At Ridgeline Recovery, diversity and inclusion aren’t policies—they’re personal. We don’t approach them like a checklist. We approach them like we approach recovery—person to person, story to story. One meaningful way we foster a humane workplace is by integrating lived experience into our hiring process and leadership development. We actively seek out team members who bring different cultural, racial, spiritual, and even recovery backgrounds to the table. Why? Because healing isn’t one-size-fits-all—and neither is support.

For example, we’ve hired clinicians who are bilingual and peer recovery coaches who’ve walked through the same fire our clients are facing. That connection breaks down walls. It builds trust. And it sends a clear message to both clients and staff: “You belong here as you are.”

We also hold monthly open forums where our team can voice concerns, bring up challenges, and share perspectives—without fear of judgment. Titles don’t matter in that room. What matters is being heard. Those conversations have shaped our policies, influenced how we talk about trauma, and even adjusted our holiday schedules to honor more than just the mainstream calendar.

Diversity without inclusion is just optics. Inclusion without voice is just noise. What we’ve learned is that a humane workplace isn’t about being politically correct—it’s about being relationally committed. You don’t just celebrate differences—you depend on them to do your work better.

That’s what we do at Ridgeline. We listen. We learn. We adjust. And we build a space where every person—client or staff—knows they matter.

Andy Danec, Owner, Ridgeline Recovery LLC

——————————————-

Structured Mentorship Amplifies Underrepresented Legal Voices

At ICS Legal, one meaningful way we embrace diversity and inclusion is by implementing structured mentorship programs that connect employees across different backgrounds and experiences. This intentional pairing fosters mutual learning, breaks down unconscious biases, and amplifies underrepresented voices within our firm. We focus on creating a culture where diverse perspectives are actively sought and celebrated—not just tolerated. By investing in these relationships, we build empathy and understanding, which leads to a more collaborative, respectful, and humane workplace. This approach has strengthened team cohesion and empowered individuals to bring their full, authentic selves to work every day.

Amir Husen, Content Writer, SEO Specialist & Associate, ICS Legal

——————————————-

Nontraditional Recruitment Brings Perspectives Money Cannot Buy

One way we’ve embraced diversity meaningfully is by intentionally recruiting beyond the usual degree-and-portfolio checklist. We look for people with nontraditional backgrounds—self-taught creatives, career switchers, and even folks with employment gaps—because they bring perspectives you can’t train for.

During onboarding, we pair every new hire with someone outside their department to build cross-team empathy early on. Internally, we also rotate who leads weekly meetings so that different voices set the tone—not just leadership.

This approach has helped us build a team that doesn’t just look diverse but thinks differently. And that difference shows up in our work, our culture, and our retention.

Eugene Leow Zhao Wei, Director, Marketing Agency Singapore

——————————————-

Single Mom Pilot Transforms Aviation Hiring Practices

We completely reorganized our job roles after one conversation with one single mom – and it altered our entire approach to hiring.

At MexicoHelicopter.com, one of our pilots—an awesome pilot who just so happened to be a single mom—taught us how aviation jobs intentionally exclude caregivers: they have unpredictable work hours, rigid schedules, and zero flexibility. That hit us hard. Then we took action, restructured ours as a charter operation, put in place flexible shifts, predictable rosters, and built coverage models that protect personal time.

Since then, a priority for us has been making a conscious effort to hire more pilots and staff from underrepresented groups, including women in aviation and former military and other high-pressure backgrounds. We’ve also implemented full pay transparency and purposely avoid toxic “hustle” culture, like “24/7 hustle”, while intentionally rewarding psychological safety as a metric of performance.

We want to be clear – we have made a point to become a diverse team for the sole purpose of viewing it as a competitive advantage to our company and customers based on empathy and listening versus a diversity model.

As it turns out, “Our crew is now 40% women (in a male-dominated industry), pilot turnover is virtually zero, customer satisfaction increased by 26% last year – because we are creating a team that feels valued and performs when they are valued in every manner or not.”

Martin Weidemann, Owner, MexicoHelicopter.com

——————————————-

Flexible Scheduling Makes Work Fit Real Lives

One meaningful way we’ve embraced inclusion at Absolute is by giving our team real say in how schedules are built. A few years back, one of our techs was struggling to make daycare pickup because of back-to-back late service calls. We reworked the route system, and gave everyone the chance to request certain hours or regions based on their personal needs. It wasn’t about cutting corners—it was about making the work fit the lives people live.

Since then, that’s become standard practice. Whether it’s a new hire juggling school or someone caring for a parent, we ask what support looks like for them. It’s not a flashy initiative, but it’s made our crew tighter, more loyal, and more willing to cover each other when life throws a curveball. It’s the kind of flexibility that says, “You matter beyond your job.”

Tony Ragan, President, Absolute Pest Management

——————————————-

Story-Based Sessions Replace Traditional Diversity Training

One of the most meaningful things we’ve done is shift from “diversity training” to regular, story-based listening sessions. Every quarter, we invite one team member to share part of their background, culture, or lived experience in an open, optional session—no slides, no agenda, just storytelling. It started small, but it’s become one of the most respected traditions in our company.

I recall when a colleague shared her experience of immigrating as a teenager and how it has shaped the way she leads projects. That conversation sparked more change in hallway conversations than any formal workshop we’d held. It humanized everything. We’ve found that when people understand why someone works the way they do, collaboration naturally gets easier and more respectful. It’s not a checklist—it’s building trust through empathy.

Jonathan Anderson, Co-Founder, Green Home Pest Control

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

Let Us Know What You Think

We’d love to read your thoughts! Join the conversation and share your insights with us.

• What key takeaways resonated with you the most?
• How do you see this topic impacting your business or organisation?
• What additional insights or experiences would you like to share?