Culture & Inclusivity: Why Communication Needs to Work for Everyone

Culture isn’t just what’s written on the wall — it’s how people feel, behave and belong, day to day. And if we’re serious about inclusivity, then our internal communication needs to meet people where they are.

Because a message that doesn’t feel relevant, respectful or accessible? It’s a message that doesn’t land.

Here’s how to shape internal communication that brings people in — not leaves them out.

Start with empathy

At the heart of inclusive communication is empathy. Not just in tone, but in intent.

Who are you talking to? What’s their lived experience? How might their day-to-day context affect how they read or hear a message?

Empathy means pausing to consider how your words will land — and building that awareness into every plan, channel and message.

Use storytelling that reflects your people

We often say “you can’t be what you can’t see” — and the same goes for culture. If your storytelling only features senior leaders, office-based staff or a single worldview, you’re not reflecting the true richness of your organisation.

Real inclusivity means showcasing:

• Different roles and levels

• Varied cultural backgrounds

• Neurodivergent and disabled voices

• Colleagues from all walks of life

When people see themselves in your comms, they’re far more likely to engage — and feel part of something.

Think about format as well as content

Not everyone accesses information in the same way.

Some teams might rely on mobile, others on printed noticeboards. Some people skim, others prefer to listen. Some want the summary, others value the detail.

Inclusive comms consider:

• Readability and plain language

• Use of audio, video or visuals

• Accessibility for screen readers

• Translation or localisation needs

It’s not about creating ten versions of everything — it’s about making sure no one’s excluded by default.

Watch your tone

Clarity is kind. Jargon, buzzwords and assumptions about “what everyone knows” can leave people feeling left out or second-guessing themselves.

Speak like a human. Respect different perspectives. Keep it honest and open. And when talking about inclusion or culture, be aware of how your organisation’s history or power dynamics might shape how that message is received.

Check in, don’t assume

Inclusivity isn’t a finished product — it’s something we build, test and evolve. So keep listening:

• Run listening groups with underrepresented employees

• Invite feedback on tone and clarity

• Track who’s engaging (and who’s not)

This isn’t just nice to have — it’s how you build trust.

Final thought

A strong culture doesn’t come from telling people what to believe. It comes from showing that they belong.

When internal communication is inclusive by design, it signals that everyone matters — and that your values live in more than just a policy.

Let’s build communication that connects, for all.