Supporting inclusive organisational cultures: Giving introverts more room to be heard
In organisations the loudest voices often dominate the conversation - but at what cost? Inclusive, collaborative cultures that embrace diversity of thought, personality, and experiences, help organisations to thrive. Failing to create space for quieter voices risks overlooking innovative, game-changing ideas.
For years, research has shown that when teams reflect a mix of experiences and perspectives, they unlock richer creativity and stronger decision-making.
Inclusive workplaces don’t just spark innovation - they also help people feel more connected, valued, and supported. And that matters more than ever, with global employee engagement now at just 21%, according to Gallup’s 2025 Global State of the Workplace Report.
Engaged employees are those who feel a sense of belonging, and are empowered to flourish. When people feel seen and heard it leads to improved retention, higher team performance, lower absenteeism and better outcomes. However, the concept of belonging is deeply personal and varies widely across individuals. A one-size-fits-all approach simply doesn’t work.
So how can organisations make sure every voice is heard - not just the loudest?
While personality traits can shift depending on context, workplace cultures often reward extroverted behaviours. This can mean that quieter team members, who may bring deep insight and thoughtful ideas, don’t always get the recognition or space they deserve.
Richard Etienne, filmmaker and founder of The Introvert Space, addressed this issue in Episode 13 of the Speak to the Human podcast. He highlighted two key areas where change is needed so that introverts feel just as seen, heard, and valued as their extroverted peers.
- Helping introverts find comfortable ways to express themselves and be heard.
- Creating environments where introverts can thrive.
To make meaningful change, organisations can start by reflecting on how they communicate. What styles truly include everyone? That means:
- Choosing communication channels that suit the whole team.
- Making hybrid meetings more accessible.
- Sharing agendas and information in advance.
- Allowing time for reflection before responses are expected.
In the podcast, Richard also explores why extroversion is often celebrated in workplace culture—and what’s lost when only the loudest voices are heard. His insights offer a compelling case for rebalancing how organisations listen and engage.
To hear more from Richard Etienne, listen to his episode of Speak to the Human here or on your preferred podcast platform.
For those looking to build more inclusive cultures, further resources are available:
- The power of psychological safety
- What it means to belong
- The impact of organisational culture on learning outcomes
- Nudging workplace equality
Real-world examples of inclusive initiatives include Channel 4’s “Born Different”, RTE’s “Is Everybody Here?”, Co-op’s Diversity Declaration Day, and Royal Mail’s “Altogether Different.”