13 Creating an Inclusive and Respectful Team Culture (3.3.5)

While it is essential to value and respect diversity on a personal level, it is equally important to help create a team culture where everyone feels welcome, included, and respected. Think back to a workplace, classroom, or team you were part of. Did you feel that diversity was truly valued? What made you feel included—or excluded? These reflections can help guide your approach as a future leader.

Below are a few practical ways you can help support diversity and inclusion on your team.

Establish Clear Norms and Expectations

Inclusive teams establish clear norms about how people communicate and collaborate. These norms should promote respectful listening, allow space for different opinions, and address microaggressions or disrespectful behaviour when it occurs. Discuss these norms openly and revisit them regularly.

Set an Example

As a leader, your actions set the tone. Look for ways to apply your knowledge about inclusive communication and cultural awareness in your daily interactions. You don’t have to do everything at once—start with one small but meaningful goal.

For example, if people often misunderstand your emails or conversations, use clear, concise, and concrete language. Avoid slang, abstract terms, and idioms unfamiliar to people from different languages or cultural backgrounds. This simple shift can significantly affect how effectively your messages are received.

Acknowledge Unconscious Bias

Acknowledge that we all carry unconscious biases based on our experiences and cultural background. As a leader, take time to reflect on your assumptions and how they might affect your communication, feedback, and decision-making. You can also encourage your team to do the same by modeling openness to feedback and change.

Address Power Dynamics

Be aware of how power dynamics can affect team interactions. Some people may feel less confident speaking up because of their position or background. As a leader, create space for all voices—this might mean actively inviting quieter team members to share or using anonymous feedback tools.

Provide Training Opportunities

When appropriate, offer opportunities for learning and training. These opportunities should help your team build the knowledge and skills they need to perform their jobs well and create an environment where diversity is respected.

For instance, if you work with team members new to Canada and have limited knowledge about Indigenous Peoples, consider arranging training through a reputable Indigenous organization or local community resource. This will show your team that learning about Indigenous histories, cultures, and perspectives is a priority.

Ask Meaningful Questions

Asking thoughtful questions is a key leadership skill—and a powerful tool for promoting inclusion.

See the section “Group Leadership Skills: Asking Good Questions” later in this chapter for further guidance. Involve your team in discussions and decision-making. Ask for input about how they experience diversity and inclusion in the workplace. What training or resources would they find helpful? What suggestions do they have for improving the team environment?

By actively listening to your team and responding with care, you not only gather useful information—you also show that their perspectives matter.

Follow Through on Inclusion Efforts

Inclusion isn’t just about listening; it’s about following through. When team members share feedback or ideas, acknowledge their input and, when possible, implement meaningful changes. Demonstrating that you value feedback builds trust and a sense of belonging.