Tags: Speak Up, Supportive Environment
In today’s globalised world, diverse workforces help make organisations more competitive through spotting blind spots and generating new ideas that drive performance. Furthermore, organisations with open and inclusive cultures, where all employees feel valued, respected, heard, and crucially, empowered to contribute, regardless of their background, identity, or position, are more likely to face lower legal and reputational risks through detecting misconduct early, and to attract and retain top talent.
Inclusion, however, does not only refer to demographic or protected characteristics: neurodiversity and diversity of thought are critical elements that help make organisations more resilient in the current volatile and uncertain context.
Psychology suggests that people evaluate their social surroundings to gauge how well they “fit in.” In the workplace, inclusion means individuals feel valued and accepted by their team and the broader organisation, without needing to conform.
But inclusion is also about feeling heard. Encouraging employees to speak up is central to having an ethical culture, yet many organisations struggle to make this process truly inclusive. The results of the IBE’s Ethics at Work: 2024 international survey of employees indicate that employees across the world are still reluctant to speak up in their workplaces, with 36% of them not being willing to do it. According to the research, the main reasons to stay silent were fear of retaliation and lack of trust that corrective action would be taken – and ultimately, limited confidence in reporting systems and business leaders.
Inclusive organisations support employees, regardless of their background or circumstance, to thrive at work. And an inclusive speak up culture ensures that every employee feels safe, supported, and empowered to voice concerns, share ideas, or call out unethical behaviour without fear of retaliation.
Fostering an inclusive speak up culture goes beyond simply providing a whistleblowing hotline. It is about embedding psychological safety and equity into the very fabric of how organisations listen, learn and act.
At the IBE, our research and experience in the last four decades have revealed that an effective speak up culture should encompass three main elements:
Speak Up – Listen Up – Follow Up
Organisations that demonstrate best practice in our network are implementing some great practices that are helping their organisations to not only advocate for but effectively build inclusive speak up cultures. Some examples include:
- Modelling inclusive leadership – Leaders should be naturally curious, actively inviting input from all levels, and visibly supporting those who speak up. Finding ways to foster independent and high-quality thinking in individuals and groups, where people can express their thoughts freely, and with a focus on active listening and appreciation of diverse perspectives, also contributeº to inclusive speak up cultures.
- Training for inclusion and psychological safety – It is good for leaders to have an understanding of their own biases and how their behaviour may inhibit or encourage openness in others. Provision of regular training on unconscious bias is helpful, as well as inclusive communication. Further, leaders should be equipped with the necessary tools and processes to respond constructively to concerns.
- Creating multiple, accessible channels – Not everyone will feel comfortable with the same reporting mechanisms, so it is important to offer a range of channels, including anonymous hotlines, digital platforms, open-door policies, and informal feedback loops.
- Closing the feedback loop – Let employees know what action was taken (where appropriate) after a concern is raised. Even a simple acknowledgement can build trust, with a focus on people being heard.
- Measuring to improve – The use of anonymous surveys, exit interviews, and internal data can help to assess how inclusive the speak up culture really is. Be transparent about the findings and what you’re doing to improve.
It is also pertinent to stress the importance of empathy. At the heart of inclusive speak up is a mindset shift: from compliance to care. This means listening with the intent to learn and understand, rather than to respond and defend. It requires humility, an open mind and a willingness to act on what you hear.
When people feel that their voices matter – truly matter – they don’t just speak up; they stay, they contribute, and they make organisations thrive.
At the IBE, we support leadership with ethics. Talk to us to discuss how we can best help your organisation: [email protected].