Inclusion as a Strategic Advantage in Business

Inclusion is often spoken about as a moral obligation, but its strategic value is just as profound. Companies that truly embrace inclusivity outperform competitors, foster innovation, and create workplaces where people feel both seen and heard. According to McKinsey, organizations in the top quartile for ethnic and cultural diversity are 36 percent more profitable than those in the bottom quartile. Yet, only 31 percent of employees feel their companies are genuinely committed to inclusion. This gap between intent and action is where many leaders struggle.

On The Bliss Business Podcast, Sheree Knowles, CEO of HR Knowledge Source, shared her insights on what it really means to build inclusive workplaces. With over 20 years of executive HR experience, Sheree has helped organizations shift from treating inclusion as a checkbox to seeing it as a driver of culture, innovation, and long-term success.

Moving Beyond Diversity Metrics

As Sheree explained, diversity alone is not enough. Representation without meaningful inclusion results in workplaces where people may look different but feel disconnected. True inclusion is about the quality of the employee experience. It is about ensuring that every voice is valued and every person feels like they belong.

Sheree highlighted that companies often want quick fixes, but inclusion is a long-term strategy. Policies alone cannot transform culture. It requires intentional systems, daily practices, and leadership that actively nurtures connection.

Building Inclusion into Everyday Practices

Inclusion starts with recognizing the whole person. Sheree encourages companies to look beyond resumes when hiring and create processes that highlight an individual’s values, strengths, and potential. Within organizations, even simple changes — like providing meeting agendas in advance to accommodate introverts or personalizing recognition based on employee preferences — can have an outsized impact.

She also emphasized the importance of peer-to-peer recognition and self-managed teams. These approaches build trust, shift ownership, and allow employees to step into leadership roles organically.

Leadership, Emotional Intelligence, and Inclusion

Sheree believes that inclusion thrives when leaders combine accountability with emotional intelligence. Vulnerability, empathy, and open communication are key. Leaders must own the impact of their actions and cultivate spaces where employees feel safe to share feedback.

One powerful insight from the episode is that inclusion cannot be siloed to HR or DEI departments. It must be embedded into leadership behaviors, performance conversations, and organizational values. When employees feel genuinely supported, they are more engaged, innovative, and loyal.

Key Takeaways

• Inclusion is not a one-time initiative but a continuous cultural practice.

• Peer recognition and self-managed teams create empowered and connected workplaces.

• Emotional intelligence and vulnerability are essential traits for inclusive leadership.

• Policies and metrics must be tied to behaviors that create belonging and trust.

Final Thoughts

As Sheree noted, inclusion is not about treating everyone the same, but about giving people what they need to succeed. It’s about moving beyond compliance to build cultures that value humanity as much as performance. By investing in emotional intelligence, recognizing individual contributions, and creating systems that celebrate differences, companies can unlock the full potential of their teams.

Check out our full conversation with Sheree Knowles on The Bliss Business Podcast.