Every conversation at work has the potential to build trust—or erode it. Even with the best intentions, they can stall, get misinterpreted, or spark tension.  This is especially true when the topic touches on inclusion, and not purposeful, it’s often because people don’t know how to engage.

That’s why how we frame inclusion matters.

Conversations about who gets heard, how decisions get made, or whose perspectives are considered can feel personal, uncertain, or high-stakes. And because people come with different experiences and levels of comfort, these moments call for something more than good intentions—they require skill. Inclusive communication isn’t about saying the perfect thing. It’s about showing curiosity, offering clarity, and creating space for different perspectives to be shared respectfully. 

The most effective conversations start with shared goals, relevant context, and practical examples. When we meet people where they are, we build momentum instead of resistance. With the right framing, even difficult conversations can become opportunities for learning, connection, and progress.

The strategies below offer practical ways to navigate those moments with confidence, whether you’re facilitating a team discussion, supporting a colleague, or simply trying to make day-to-day interactions more inclusive and effective.

1. Start With What You Share

People are often more open to new perspectives when the conversation begins with a shared goal. Framing inclusion in the context of collaboration, performance, and shared success can help everyone find their place in the conversation.

✅ Try saying:

“We all want to build a team that works well together, where everyone feels like their ideas matter.”

✅ Or:

“Understanding different perspectives helps us design better solutions—and make smarter decisions together.”

Why it works:
Common ground fosters trust and makes space for more honest, reflective dialogue.

2. Create Space for Different Perspectives

Before we can build alignment, we have to make space for what people already believe. That doesn’t mean endorsing every view—it means listening long enough to understand it. Then, you can introduce additional context or reframe the conversation with new information.

✅ Try saying:

“It makes sense that we want to hire the most qualified candidate. Expanding where we look helps us make sure we’re seeing all the best options.”

✅ Or:

“There’s often confusion about what intentional outreach means. It’s not about lowering standards—it’s about broadening the lens.”

Why it works:
Acknowledging someone’s point of view shows respect—and makes them more open to exploring others.

3. Use Data to Reinforce the Message

For some, seeing the numbers can turn a good idea into a priority. Data offers a clear, objective way to demonstrate that inclusion drives measurable results.

✅ Try saying:

“Companies with more diverse leadership teams are 36% more profitable than their peers.”

✅ Or:

“Inclusive teams are more likely to collaborate effectively and report higher performance.”

Why it works:
Data adds credibility and supports inclusion as a driver of business success—not just a value statement.

Keep the Conversation Moving

Inclusion conversations aren’t about having all the answers. They’re about creating momentum. When we slow down to ask better questions, offer practical language, and respond with openness, we create more space for people to engage.

The goal isn’t to “win” a conversation. It’s to open a door—for learning, for trust, for stronger collaboration.

At LCW, we help teams build the skills and confidence they need to navigate conversations across differences—whether in meetings, strategy sessions, or day-to-day decision-making. Our roots in intercultural competence give us a lens for approaching inclusion with nuance, structure, and respect for complexity.

If your organization is ready to take a more intentional, human-centered approach to communication and culture, we’d love to support you!

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