Why cultural competency matters in an inclusive global workplaces
In this blog, Flexa partner Rita Batalha, an inspiring independent program director, shares her thoughts on how global organisations approach cultural competency and inclusion.
20th May 2025
• 5 minutes
Workplace inclusion is undergoing significant changes. Recent research shows that 1 in 8 companies are cutting back on their diversity initiatives, with nearly half citing political climate as the main reason. At the same time, 40% of these companies are moving that investment to AI or technology investments instead, showing a clear shift in priorities at the leadership level.
As major companies like McDonald's, Meta, and Ford scale back their initiatives, we're at a crucial point in how organisations approach cultural competency and inclusion. This changing environment creates both challenges and opportunities for building truly inclusive global workplaces where everyone can thrive.Navigating cultural differences: going beyond the surface
True cultural competency is about much more than just recognising differences in ethnicity, accent, age, or gender and beyond. It's about creating workplaces that are safe, fair, and full of opportunities for all employees. From my experience both as a former full-time employee and now as an independent consultant, several factors stand out:
1. Equal access to information
Inclusive organisations make sure everyone has access to the data and information they need to do their jobs well, regardless of their background or position. This breaks down power imbalances that often put people from underrepresented groups at a disadvantage.
2. Showing inclusion through real actions
Organisations need to move beyond just talking about inclusion and demonstrate it through concrete examples – like gender-balanced teams, creating psychologically safe environments, and fair promotion practices.
3. Staying committed year-round
While special months like Pride or Black History Month are important, truly inclusive organizations maintain consistent support throughout the year, with ongoing networks and mentorship programs that promote belonging.
4. Including partners in the culture
Rather than treating external partners like consultants and contractors as just suppliers, inclusive organisations invite them to join cultural celebrations and events, whether online or in-person. This includes industry workshops, talks, and idea-sharing sessions, recognising that everyone contributes to the organisation's success.Three key approaches to building culturally inclusive workplaces
Here are three practical ways to create genuinely inclusive global workplaces:
1. Create your own definition of inclusive leadership and culture
As external pressures force organisations to rethink their strategies, different approaches are emerging. Some are rebranding their initiatives to focus on universal inclusion and measuring experiences rather than demographics. Others are maintaining targeted programs to preserve safe spaces for underrepresented groups. The most successful approach builds cultural awareness that knows when each strategy is appropriate – a nuanced understanding that helps navigate the complex world of global inclusion.
2. Embrace flexible work arrangements
Inclusive work environments accommodate different preferences for remote, flexible, and hybrid work. Simple policies, flexible working hours, compressed hours or working async can significantly impact comfort and productivity. This means recognising flexible work experiences are fundamentally different from traditional office environments. Forward-thinking policies might include casual dress guidelines and creating spaces for employees to suggest cultural improvements.
3. Track progress and hold people accountable
Companies should monitor employee attitudes toward inclusion with the same care they give to financial metrics – for example, through regular pulse surveys. When discrimination or microaggressions occur, there need to be meaningful consequences. Too often, these incidents are addressed with routine conversations rather than real action.Moving forward
While the formal DEI playbook may be changing, the fundamental need for inclusive workplaces remains the same. The most successful organisations will avoid all-or-nothing responses, thoughtfully considering which aspects of their inclusion initiatives truly improve their culture and business outcomes.
Despite changing terminology and approaches, what matters most is creating workplaces where people feel respected, valued, and able to contribute their best work. Companies that maintain this core commitment while adapting to current realities will build stronger, more resilient global cultures that truly benefit from diverse perspectives.