In today’s fast-moving business world, inclusivity is often spoken about but less often practiced in meaningful ways. True inclusivity goes far beyond ticking boxes, it’s about creating spaces where every voice is heard, respected, and valued.
For SME and SMB leaders, this isn’t just about doing the right thing; it’s about shaping company cultures from the offset that fuel creativity, problem-solving, and long-term growth.
I began my career in banking, where competition was not only encouraged but often celebrated as a measure of success. While this approach drove results, it left little room for inclusivity. Voices that didn’t match the dominant culture, whether through background, gender, or even communication style, were too often overlooked. Collaboration sometimes took a back seat to individual performance.
The result? Many innovative ideas were left unheard, and talented people felt sidelined. I learned that when inclusivity is missing, businesses don’t just lose diversity of perspective, they risk losing their brightest people altogether.
Real inclusivity starts with listening. Leaders sometimes forget that the simplest act, genuinely hearing someone, can have the greatest impact. Listening with intent means seeking out perspectives that don’t mirror your own, asking questions without judgment, and encouraging quieter team members to share ideas in ways that feel safe to them.
Accessibility should be woven into the very fabric of how a company operates, not bolted on afterwards. That may mean making meetings more flexible for neurodiverse employees, ensuring written materials are clear and inclusive, or rethinking recruitment practices to open doors to people who may not have followed traditional career paths. SMEs in particular can be agile here, setting high standards without the bureaucracy that slows larger corporations.
Diverse thinking as a driver of innovation
Inclusivity is not only about representation; it’s also about perspective. When teams bring together people of different backgrounds, disciplines, and life experiences, the results can be transformative. Diverse thinking challenges “the way we’ve always done it” and often sparks the most innovative solutions. For SMEs competing with larger players, this diversity of thought is a real competitive advantage.
Inclusivity is not a one-off initiative, it’s a continual practice that should be integrated into every part of business. Leaders need to model openness and curiosity every day. By doing so, they show their teams that inclusivity is a core value, not a campaign or tick box exercise. Over time, this builds trust, loyalty, and a culture where people feel they belong and want to contribute their best.
At Invicta Vita, we’ve seen that when inclusivity is lived, not just talked about, performance is enhanced. Too often, I’ve seen talented people fade quietly into the background of a business. They lose their voice, not because they lack ideas or drive, but because no one is actively advocating for them. Over time, that silence chips away at confidence, and companies lose out on the richness of their contribution teams become more resilient, creative, and committed. It’s not about perfection, it’s about progress, about creating space for every voice, and recognising that our differences can be our strongest asset.
Read more:
Creating a space for every voice: How to lead with genuine inclusivity
