Creating an inclusive workplace isn’t just a checkbox on a corporate initiative—it’s the foundation of a thriving, high-performing organization. When employees feel seen, valued, and heard, they bring their full potential to work. But how do we move from intention to impact?
In this episode of The Bliss Business Podcast, we sat down with Ardie Harrison, a trailblazer in building inclusive workplace cultures. With years of experience in HR and leadership, Ardie has developed transformational DEI programs that have reshaped organizations, prioritizing belonging, empathy, and authenticity.
She joined us to share powerful insights on what it truly takes to cultivate an inclusive workplace—one where people don’t just feel like they fit in but where they know they belong.
Beyond Awareness: Defining Inclusion in Today’s Workplace
Diversity, equity, and inclusion (DEI) have been hot topics in business for years, but many organizations still struggle with moving beyond surface-level efforts. As Ardie pointed out, the challenge isn’t just about hiring diverse talent—it’s about fostering an environment where every voice is valued.
- Inclusion isn’t one-size-fits-all. Different organizations define and experience inclusion in unique ways based on their culture, industry, and workforce.
- Creating safe spaces is key. Many companies fear tackling tough conversations, but real change happens when leaders create environments where employees feel comfortable sharing their perspectives.
- Progress isn’t always linear. While there have been significant strides in DEI, resistance to change, shifting societal attitudes, and leadership hesitancy can create setbacks.
The Hard Conversations That Move Organizations Forward
One of the most impactful moments in the conversation was Ardie’s example of working with a company where employees of color were experiencing discrimination—both from customers and colleagues. The company’s leader wasn’t aware of the extent of the issue until employees were given a safe space to voice their experiences.
This underscores a critical truth: you can’t fix what you don’t acknowledge. True leadership means being willing to listen, even when the conversations are difficult.
- Acknowledging bias is step one. Bias isn’t inherently bad—it’s about recognizing it and addressing where it impacts decision-making.
- Data drives change. Organizations must measure the effectiveness of their DEI efforts—tracking retention, pay equity, and employee experience—to identify gaps and opportunities.
- Empathy matters. Employees who feel included are more engaged, innovative, and committed to the organization’s success.
From Inclusion to Belonging: What Organizations Can Do Now
For leaders wondering where to start, Ardie offered several strategies to create workplaces where people don’t just show up—they thrive.
- Prioritize representation. Hiring diverse talent is just the beginning—ensuring their voices shape company culture is what drives real impact.
- Challenge unconscious bias. Providing training and fostering awareness helps remove hidden barriers that exclude or disadvantage certain employees.
- Empower managers. Inclusive leadership starts at the top, but middle managers play a crucial role in reinforcing values at the day-to-day level.
- Make it measurable. Just as businesses track revenue and growth, inclusion efforts should be measured to ensure progress is happening.
The Business Case for Inclusion
Creating an inclusive culture isn’t just the right thing to do—it’s also good for business. Companies that prioritize diversity and belonging see stronger retention, better decision-making, and higher innovation. In today’s rapidly changing world, organizations that embrace inclusivity are the ones that will attract and retain top talent.
Ardie left us with a powerful reminder: “People want to feel heard, valued, and accepted like they belong.”
When organizations commit to that principle—not just in words but in action—they unlock the true potential of their people.
Check out the conversation with Ardie Harrison on The Bliss Business Podcast
