5 Essential Tips to Boost Social Inclusion in Your Workplace (That You Can Start Today)

Social inclusion at work isn’t a ‘nice-to-have’ — it’s business-critical. When people feel included, valued, and able to contribute fully, collaboration improves, ideas flow, and engagement soars. But inclusion doesn’t happen by accident. It needs to be actively designed into your culture.

Following our recent webinar, here are five top tips to help you embed social inclusion into your workplace in 2025 — whether your teams are fully in the office, remote, or hybrid.

1. Make Psychological Safety a Priority
Without psychological safety, social inclusion simply won’t stick. People need to feel they can speak up, challenge ideas, or admit mistakes without fear of blame.
Quick Tip: Start every meeting by inviting all voices to contribute — especially those who may not usually speak up.

2. Rethink Social Time to Work for Everyone
Not everyone loves a pub quiz or a Friday drinks. Social inclusion means designing activities that work for different personalities, cultures, and working styles — and that includes introverts and neurodivergent colleagues.
Quick Tip: Mix up your social activities — think coffee roulette, wellbeing walks, or team-led ‘skills swaps’.

3. Break Down Silos and Invisible Barriers
It’s easy for cliques to form, especially in larger teams or during hybrid working. Proactively create opportunities for cross-team collaboration to help break down unintentional exclusion.
Quick Tip: Buddy systems, cross-department projects, and regular ‘lunch and learn’ sessions help teams build connections across the business.

4. Ask, Don’t Assume
If you want to know whether people feel included, ask them — regularly and anonymously. Inclusion can’t be a guessing game.
Quick Tip: Use pulse surveys and anonymous feedback tools (like Trickle) to understand how people really feel about team dynamics and inclusion efforts.

5. Measure What Matters
If you can’t measure it, you can’t improve it. Inclusion initiatives should have clear goals and tangible outcomes, whether that’s improved psychological safety scores or a stronger sense of belonging across teams.
Quick Tip: Track both qualitative (employee stories, feedback) and quantitative (survey scores, retention rates) data to build a full picture.

Inclusion isn’t a project — it’s a culture shift.

The organisations that thrive in 2025 will be the ones that design inclusion into every touchpoint, ensuring everyone — regardless of role, background, or personality — feels they belong.

👉 Want more insights like this? Check out the full recording of our webinar here or explore how Trickle helps organisations drive open, honest feedback that supports inclusion every day.