Leading Through Crisis: Building an Inclusive Company Culture

The events in the UK over the past week have left many of us reeling. We're facing a crisis of compassion, understanding, and unity. The violence and overt racism and Islamophobia we've witnessed is heartbreaking, but it's a symptom of deeper, systemic issues that we can no longer ignore.

I’m sure it’s been a significant period of learning for many leaders, it certainly has been for me. How to react, when to react, and what to do in these circumstances isn’t something many of us are experienced in.?

So, I want to use this week’s newsletter to share some learnings I’ve collated. I am certainly no expert, but I have watched and read some exceptional content over the past week or so, and wanted to distil some learnings down in the hope that it might help some other founders, managers, and leaders. Notably, Elliott Rae and Aggie Yemurai Mutuma FRSA 's LinkedIn live , which I’d really recommend watching.?

In times like these, leadership isn't just about managing a team or driving business results. Of course these things still have to happen, but it's also about stepping up, speaking out, and actively working to create a more inclusive and equitable world. It's about recognising that our responsibilities extend beyond just productivity and into our society. The riots over the past week are one event in a world of discrimination and hate, and many of these suggestions can be carried through to ensure that we make progress in providing equity and safety for all marginalised communities.

So, how can we as leaders rise to this challenge? How can we use our positions of influence to effect real, meaningful change??

In graph of the week this week, I want to shine a light on a disturbing statistic from the UK Government

This is horrifying - there were over 140,000 hate crimes reported in the last year.

1. Speak Up, and Speak Clearly

First and foremost, silence is not an option. Your team, your stakeholders, and your community need to hear from you. But this isn't the time for corporate jargon or vague platitudes. Address what's happening directly and unequivocally.

Condemn violence and discrimination in all forms. Express solidarity with marginalised communities. Make it clear where you and your organisation stand.

Remember, your words carry weight. Use them wisely and intentionally. Don't be afraid to speak from the heart - authenticity resonates far more than polished PR statements. You might feel afraid to say the wrong thing, but if it’s well intended, then it’s better than saying nothing.

2. Listen Actively and Create Safe Spaces

Whilst speaking up is crucial, it's equally important to listen. Create safe spaces for your team to share their experiences, feelings, and concerns. This could be through town halls, one-on-one check-ins, team meetings, or anonymous feedback channels.

But here's the key: don't just listen - hear. Don't try to "fix" or minimise your team’s concerns. Don't get defensive. Just listen, acknowledge, and validate their feelings. This isn’t something that can be fixed by one person, so sometimes the most powerful thing you can do in the moment is just to listen.

Remember, your employees may be carrying extra emotional weight right now. They might be scared, angry, or feeling isolated. Your role is to provide a supportive environment where your team feel seen and heard.

3. Take Concrete Action

Words are important, but they must be backed up by action. Now is also a crucial time to take a look at your policies, practices, and company culture.

Ask yourself:

• How can we make our workplace safer and more inclusive?
• Are our hiring and promotion practices truly equitable?
• Do we have robust mechanisms in place to address discrimination and harassment?
• Are we providing adequate support for employees' mental health and wellbeing?

Some concrete steps might include:

• Enhancing security protocols for on-site workers
• Offering additional flexibility in working hours or location
• Providing mental health resources and support
• Reviewing and revising your diversity and inclusion policies
• Implementing unconscious bias training for all employees, especially those in leadership positions
• Setting clear, measurable goals for improving diversity at all levels of your organisation

Remember, this isn't about quick fixes or PR moves. It's about genuine, sustained commitment to change.

4. Educate Yourself and Others

As leaders, we have a responsibility to be informed. Commit to ongoing learning about social justice issues, systemic inequalities, and inclusive leadership practices. Encourage your team to do the same.

Consider bringing in experts for company-wide training sessions. Create resource libraries for employees who want to learn more. Make education a core part of your company culture.

But don't stop at formal education. Foster an environment where open, respectful discussions about these issues are encouraged. Create forums for sharing experiences and perspectives. The more we understand each other, the better equipped we are to create truly inclusive spaces.

5. Hold Yourself and Others Accountable

Accountability is key. It's not enough to have nice-sounding policies - you need to enforce them consistently and transparently.

Call out discriminatory behaviour, even when it's uncomfortable. Even when it comes from top performers or senior leaders. Make it clear that hatred and bias have no place in your organisation, full stop.

Set clear, measurable goals for diversity and inclusion, and report on your progress regularly. Be honest about where you're falling short and what you're doing to improve.

Remember, accountability starts at the top. Hold yourself to the highest standard, and your team will follow suit.

6. Lead with Empathy

In times of crisis, empathy is more important than ever. Remember that your team members may be processing trauma while trying to work. They might be distracted, less productive, or more emotional than usual.

Be patient. Be kind. Be understanding. Encourage your managers to do the same. This isn't about lowering your performance standards - it's about recognizing the humanity in your workforce and responding accordingly.

Consider offering additional mental health days or flexible working arrangements. Make it clear that it's okay to not be okay. Create a culture where asking for help is seen as a strength, not a weakness.

7. Foster a Culture of Belonging

Ultimately, what we're striving for is a culture of true belonging. This goes beyond diversity (having a mix of people) or inclusion (inviting people to the table). It's about creating an environment where everyone feels they can bring their full, authentic selves to work.

This kind of culture doesn't happen by accident. It requires intentional, ongoing effort. It means consistently reinforcing the message that every voice matters, every perspective is valuable, and every individual has a role to play in shaping the company's future.

It means celebrating differences rather than just tolerating them. It means actively seeking out and amplifying underrepresented voices. It means creating systems and structures that support equity at every level.

The Future

This work is hard. It's uncomfortable. It forces us to confront our own biases and privileges. It challenges us to rethink long-held assumptions and ways of doing things.

But it's necessary. And more than that, it's worth it.

Because when we create truly inclusive cultures, everyone benefits. We tap into a wider range of perspectives and ideas. We foster greater innovation and creativity. We build stronger, more resilient teams. And we create workplaces where people don't just survive, but thrive.

As leaders, we have the power - and the responsibility - to drive this change. It starts with us. In our words, in our actions, and in the cultures we create and nurture.