Inclusion and Culture

Inclusive cultures bring more perspectives to shape the customer experience.

Different people in the meeting. Same thinking in the decisions. Your customers aren’t all the same and the thinking that shapes how you serve them shouldn’t be either. Representation changes who is present. Inclusion changes who shapes what happens next.

“If our customer base is diverse, we need diversity in our workforce…”

- David Thomas, Harvard Business School

Our clients that trust in us

Create the conditions for everyone to contribute at their best

Create the conditions for everyone to contribute at their best. Make inclusion visible in who gets heard, how choices are made and the everyday behaviours that help more people contribute. Inclusive teams understand diverse customers better.

See where people are being held back

Use segmented listening and workforce data to see where voice, belonging and opportunity differ across teams, levels and sites. You’ll recognise some of it. The value is in what you didn’t know.

Make inclusion visible in everyday decisions

Values are only as real as the decisions that test them. Define what inclusion looks like in meetings, promotions, recognition and stretch opportunities, then give leaders the language and expectations to make it real.

Make inclusive behaviours stick

Workshops create momentum. Everyday pressure can quickly erode it. Practical tools, short reflections and facilitated conversations help leaders and teams keep practising inclusive behaviours long after the workshop ends.

Any of these feel too close for comfort?

We have representation but we’re not sure everyone has the same influence.

People speak up in some meetings, but not in others.

Our values are clear but everyday decisions don’t always reflect them.

The same three people shape every decision and we all know who they are.

Our workforce reflects our customers. Our thinking does not.

If your workforce is diverse but the same perspectives keep making the final decisions, you haven’t unlocked the hidden potential.

Your strategy can’t afford a culture that holds people back.

Sally Acton, Chief Experience and Innovation Officer, LRMG SA

Turn inclusion into everyday behaviours

See what’s really happening, turn values into everyday behaviours and give leaders and teams practical ways to keep inclusion alive where it matters most.

Diversity, Equity and Inclusion (DEI)

Representation gets people into the room. Inclusion determines whether their perspective gets into the work.

See where belonging, fairness, voice and opportunity differ across your workforce. Listen to what people share, understand where experiences differ and use skilled facilitation to help leaders focus attention and involve the right people.

Best times to use:

Leaders need evidence of how inclusion is experienced across different workforce groups
Representation data does not explain differences in voice, fairness, belonging or opportunity
DEI activity relies mainly on events, training or awareness days
People need shared language and well-facilitated spaces for sensitive conversations
You need clearer priorities, ownership and practical measures for workplace inclusion
Growth, restructuring or change is creating new inclusion risks or unequal experiences

Try the introductory module and explore the core ideas behind diversity, equity and inclusion in the workplace.

Culture and Values Activation

Turn culture and values into everyday behaviour

Help leaders and teams connect values and culture priorities with behaviour people can recognise and practise. Focused conversations, manager guidance and ongoing reinforcement make expectations clearer in how people relate, decide and work together.

Best times to use:

Organisational values are not visible in everyday behaviour
Different teams, leaders or locations reinforce conflicting habits
Growth, merger, restructuring or strategic change requires stronger culture alignment
Culture work has created messages or workshops but little behaviour change
Leaders need clearer behaviours, manager guidance and consistent reinforcement
Culture needs to show up more consistently across the employee experience

Inclusion Workshops and Practical Learning Toolkits

Facilitated learning that turns inclusion priorities into practical action

Give leaders and teams a structured way to learn, reflect and talk honestly about a defined inclusion or culture priority. Skilled facilitation and useful resources build shared understanding and leave people with practical ways to act.

Best times to use:

You need a well-facilitated conversation around a specific inclusion or culture priority
Leaders or teams need help navigating sensitive workplace conversations
You want to combine learning, reflection and discussion rather than rely on awareness messaging
Different groups need accessible formats, useful resources or offline support
You want internal leaders or facilitators to continue the work afterwards

Explore more

Discover how Strengthscope can empower your organisation, explore our latest content now!

Strengthscope Overview

Strengthscope is a strengths assessment tool that helps people identify their strengths and how to use them to their advantage …

Strengthscope Infographic

Strengthscope is a strengths assessment tool that helps people identify their strengths and how to use them to their advantage …

Strengthscope Report

Strengthscope is a strengths assessment tool that helps people identify their strengths and how to use them to their advantage …

TESTIMONIALS

Your people are different, your customers are too. What builds a credible connection?

Across South Africa and other African countries, LRMG adapts facilitated conversations, learning experiences and resources for different workforce groups, locations and levels of digital access.

“We realised some of our best customer insight was sitting with frontline employees who had never been asked. Six months later, our store managers were running the listening themselves.”

LeaderMajor Retailer with 12,000 Frontline Employees

“We had eleven executives around the table, but four of them hadn’t disagreed in a meeting for two years. That told us something important about whose perspectives were really making it into the conversation.”

Executive Team MemberLarge Financial Services Organisation

Connect the wider Talent Experience solutions

Employee Experience Strategy

Strengthen the moments, communication and manager support that make inclusion easier to recognise and practise in everyday work.

Employer Brand and EVP

Make belonging, fairness and opportunity part of an employer promise people can recognise before and after they join.

Build a culture
people can thrive in

Understand what’s happening and give your leaders and teams practical ways to build trust and participation.

Fill in the form and let’s start the conversation.

Frequently asked questions (FAQs)

Why do our organisational values not show up in everyday behaviour?

Values become real when people can recognise them in leadership decisions, manager actions and team behaviour. LRMG helps clarify what those values ask of people, then supports the conversations, guidance and reinforcement needed to practise them in everyday work.

How can we tell whether different employee groups experience inclusion differently?

An organisation-wide score can hide important differences. Segmented employee data, interviews, focus groups, listening sessions and surveys can reveal differences while protecting confidentiality. LRMG looks beyond the average to understand where access, voice, fairness and belonging differ across roles, levels, locations or workforce groups and where leadership attention is most needed.

How can we build a consistent culture across diverse workforces and countries?

Start with shared principles and the culture the organisation needs, then understand how people experience them across countries, languages, locations and workforce groups. Keep one clear direction while adapting conversations, learning, communication and the support people need to different cultural and workplace realities.

Inclusive cultures bring more perspectives to shape the customer experience.

Create the conditions for everyone to contribute at their best

See where people are being held back

Make inclusion visible in everyday decisions

Make inclusive behaviours stick

Any of these feel too close for comfort?

If your workforce is diverse but the same perspectives keep making the final decisions, you haven’t unlocked the hidden potential. Your strategy can’t afford a culture that holds people back.

Turn inclusion into everyday behaviours

Representation gets people into the room. Inclusion determines whether their perspective gets into the work.

Turn culture and values into everyday behaviour

Facilitated learning that turns inclusion priorities into practical action

Explore more

Strengthscope Overview

Strengthscope Infographic

Strengthscope Report

Your people are different, your customers are too. What builds a credible connection?

Connect the wider Talent Experience solutions

Employee Experience Strategy

Employer Brand and EVP

Build a culture people can thrive in

Frequently asked questions (FAQs)

Fill in the form below and we will give you access to this exciting resource

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IGNITE

Career Dreams

Fast track career growth in the new world of work:

Invigorate your skills development offering:

Rapidly improve your scorecard metrics:

Trusted certification:

Real-world scarce skills training for youth:

Learnerships:

Comply with your B-BBEE, transformation and skills levy agenda:

Work-ready graduates and interns:

GROW

Sales and Unlock Customer Value

Discover why your customers buy what they buy:

Activate and strengthen sales team engagement:

Cultivate a performance-based sales culture:

Mobilise the right sales strategy:

Accelerate sales pipelines and spark growth:

Grow and sustain critical sales capabilities:

INSPIRE

People Productivity

Engage for sustainable high performance:

Future-fit your organisation for success:

Connect learning journeys to performance outcomes:

Move the needle on learning experiences:

Upskill people with new digital smarts:

NURTURE

A Performance Culture

Talent management:

Strategy and change:

Leadership and culture:

Digital transformation:

Talent assessments:

Performance enablement:

SHIFT

Leadership Perspectives

Establish a high-performance culture:

Unlock new thinking and shift mindsets:

Empower leaders and teams:

Build new habits for high performance:

If your workforce is diverse but the same perspectives keep making the final decisions, you haven’t unlocked the hidden potential.

Your strategy can’t afford a culture that holds people back.

Build a culture
people can thrive in