In my experience, teams are most empowered to innovate, challenge norms, and express new ideas when they feel safe and accepted. Our latest employee survey reflects this, with 86% of participants reporting that they feel comfortable being themselves at AstraZeneca and 83% feel comfortable to speak their mind and express their opinions. Fostering a culture where differences are valued gives employees the confidence to contribute ideas, insights, and take ownership of their roles.
Building this culture requires ongoing effort and collective responsibility. Inclusive workplaces prioritise psychological safety, where individuals are encouraged to express ideas, take smart risks, and learn without fear of judgment. This sense of safety not only strengthens belonging but also inspires open communication, sparking creativity and collaboration across teams. It’s this intrinsic motivation that powers a positive cycle, where individuals and teams continually strive to adapt, perform, grow, and make a meaningful impact.
Inclusion is a shared responsibility
Inclusion is the foundation for diversity to thrive. At AstraZeneca, we harness inclusive leadership across all levels of the organisation, irrespective of role or career stage, because we believe inclusion is everyone’s responsibility. Inclusive leadership means working together to cultivate an environment where diversity of thought is valued, allowing employees to perform at their best and feel a strong connection to their work and their colleagues.
When leaders model inclusive behaviours, such as openly seeking feedback, celebrating different perspectives, and encouraging team members to challenge the status quo, they set the stage for others to do the same. This creates a ripple effect throughout the organisation, where inclusion becomes a natural and expected part of every interaction. Inclusive leadership encourages people to support each other, whether that means rethinking communication styles to be more inclusive, considering alternative viewpoints, or creating an environment where everyone feels confident to contribute and share their insights.
Weave inclusion into everyday interactions
True inclusivity requires intentional effort and is built from small, everyday interactions that shape the work environment. This might involve something as simple as rephrasing the tone of an email to be more inclusive, scheduling meetings with consideration for time zones, or seeking input from quieter team members once they’ve had time to reflect on a discussion. These gestures, although they can seem minor, can significantly enhance a positive workplace culture by reinforcing that everyone’s voice is valued.
Creating spaces within the workplace where employees can engage in dialogue and garner a sense of belonging is also extremely beneficial. Employee Resource Groups (ERGs) have been a valuable way to reflect the diversity of our employees across the world and build an interconnected community that embraces differences, advances education, develops allies, and better understands our people and patients.
Encouraging employees to approach each situation with a lens of inclusion and diversity transforms the way we work. When team members feel empowered to speak their minds and contribute, they are more likely to stretch themselves, bring forward innovative ideas, challenge assumptions, and identify new opportunities that might otherwise go overlooked. It’s this commitment to everyday inclusivity that allows organisations to build high-performing teams that are fully engaged with their purpose and mission.
Take a forward-looking approach to performance development
Traditional performance reviews can unintentionally hinder progression by focusing solely on past performance. In recent years, we’ve reimagined our approach to reframe it as performance development, shifting to a model that emphasises forward-looking conversations, coaching and lifelong learning.
Building a strong coaching relationship requires trust, psychological safety, and a willingness to be vulnerable – qualities that demand authenticity from both leader and team member. To create a continuous learning environment we’ve moved away from annual reviews and numerical ratings, instead focusing on quarterly check-ins, where coaching and “feedforward” conversations are the foundation. We have also created everyday development experiences that empower our people to continuously build skills and adapt to change. This approach focuses on future growth, creating a safe environment for employees to explore their development goals openly.
The results have been overwhelmingly positive, with 88% of employees agreeing they have had at least one quality development discussion with their line manager and 85% reporting that their manager provides regular coaching that helps them contribute meaningfully to our organisation. This shift in allows us to support employees as they grow, ultimately building a stronger, more inclusive team.
Unlock individual and collective potential
While diversity creates the foundation for innovation, it’s inclusion that truly unlocks potential. By fostering a culture of inclusion, organisations can drive creativity, accelerate team performance and attract top talent. It’s a commitment to consciously creating an environment where everyone feels they belong. Not only does this drive organisational success but it also builds a workforce that feels connected, respected, and empowered to contribute. While getting there might be a journey, it’s one worth taking.
