The panel discussion, titled “Intersecting Horizons: Navigating the Future of Work through Inclusive Organisational Cultures,” during HR Summit & Expo (HRSE) conference at Dubai World Trade Centre,  explored strategies for fostering a culture where every employee feels valued and included. Panelists shared a wealth of insights, each offering a unique perspective on the importance of inclusion in modern workplaces.

Another essential distinction discussed was the difference between diversity and inclusion. Dr. Rania Al Ghamdi, Director or Talent Learning and Potential at John Hopkins Aramco Healthcare explained that inclusion is about more than demographics; it requires cultural alignment, authentic engagement, and sustainable practices that make everyone feel integral to the organisation. She stressed the importance of psychological safety—creating an environment where employees feel secure sharing their opinions, knowing their voices will be respected and valued.

The panelists offered real-world examples of organisations that have successfully embedded inclusivity into their cultures. One notable example was ADNOC, which was praised for its holistic, employee-centered approach. ADNOC engages employees at every stage, from recruitment to alumni networks, and has a dedicated diversity and inclusion team collaborating across the organisation to ensure alignment and commitment.

Yet, the panel also acknowledged barriers to inclusion, such as the risk of labeling employees as “diversity hires,” which can undermine their sense of value. Sara Boeuri, Vice President People at CAFU shared that within her organisation, they had to tackle this issue by implementing “anonymous hiring” to focus on candidate skills and capabilities rather than background, which fosters a sense of equality and meritocracy.

The panelists said that creating an inclusive culture demands a multifaceted approach, including leadership commitment, strategic alignment, meaningful employee engagement, and an unwavering focus on psychological safety. By addressing both organisational and individual aspects of inclusion, companies can build a vibrant, diverse workforce that drives innovation and sustained success.

Here are the key strategies they recommended:

1. Ensure leadership commitment and role modeling: The panel explained the importance of leaders exhibiting inclusive behaviors and making inclusivity a priority. Leaders need to set the tone and lead by example.
2. Implement holistic inclusion strategies: The panel highlights the approach of ensuring a holistic strategy covering the employee journey from pre-hire to alumni. This includes dedicated diversity and inclusion teams collaborating across the organisation.
3. Focus on psychological safety: The panel discussed the importance of creating an environment where employees feel safe to voice their opinions and ideas without fear of negative consequences. This allows diverse perspectives to be heard and valued.
4. Provide inclusive training and education: Organisations must educate leaders and employees on topics like unconscious bias, to raise awareness and build empathy.
5. Celebrate diversity and inclusion: Organisations should recognise and celebrate the diverse backgrounds and contributions of employees, rather than just focusing on diversity metrics.
6. Align inclusion with strategic priorities: Moreover, there is a need to align inclusion efforts with the organisation’s overall strategic initiatives and business objectives, rather than treating it as a separate initiative.
7. Encourage employee involvement and ownership: It is important to ensure employees are active participants in creating an inclusive culture, rather than just top-down initiatives.