University is about more than gaining subject knowledge. It is also a place where you collaborate with people from different backgrounds, perspectives, cultures, and experiences. Whether you are working on a group project, participating in class discussions, completing a placement, or preparing for graduate employment, your ability to make inclusive and culturally aware decisions can shape your own experience and that of those around you.
These skills are becoming increasingly important beyond higher education. As workplaces become more diverse, global, and interconnected, employers are looking for graduates who can work effectively with people whose experiences, identities, and perspectives may differ from their own. Equality, Diversity and inclusion (EDI) is recognised as essential to effective collaboration, leadership, and decision-making.
In practice, however, inclusive decision-making is not always straightforward. We often make quick judgements based on previous experiences, assumptions, or what feels familiar. While this is a natural part of being human, it can sometimes lead us to overlook different perspectives or unintentionally exclude others.
The role of assumptions and bias
We all recognise patterns and draw on past experiences to understand what’s happening around us. While this can be helpful, it can also influence how we interpret social situations and respond to others.
For example, have you ever:
- assumed someone would be confident speaking in a group because they are fluent in English?
- interpreted silence as agreement?
- assumed everyone shares the same understanding of professionalism or appropriate communication?
- judged a situation before hearing all perspectives?
These examples highlight how easily assumptions can shape our understanding of a situation, often without us being fully aware of it.
Inclusive and culturally aware decision-making begins with recognising that our own perspective is only one of many possible perspectives. By becoming more aware of our assumptions, we can make decisions that are fairer, more thoughtful, and more inclusive.
One useful habit is to pause and ask:
“What assumptions am I making, and what information might I be missing?”
This simple question can help create space for more reflective and informed decision-making.
Why employers value these skills
Employers are looking for graduates who can engage thoughtfully with difference, adapt their approach when needed, and contribute to environments where people feel respected and included. This is not only about individual behaviour but about how decisions are made within teams and organisations.
Research by Pless and Maak (2004) highlights that inclusive approaches to diversity are most effective when they are embedded in everyday practices and decision-making processes, rather than treated as one-off initiatives. In other words, inclusion becomes meaningful when it is part of how people consistently think, interact, and make decisions.
When inclusive decision-making is part of organisational culture, it contributes to a range of positive outcomes:
Benefit |
How inclusion contributes |
| Innovation & creativity | Draws on diverse perspectives to generate new ideas. |
| Better problem solving | Expands the range of knowledge and possible solutions. |
| Employee engagement & retention | Creates a sense of recognition, respect, and motivation. |
| Trust & cohesion | Strengthens relationships and collaboration. |
| Reputation & legitimacy | Builds stakeholder trust and aligns with organisational values. |
These outcomes help to highlight that inclusion is not just a principle. It is a practice that influences how decisions are made every day.
Continuing to develop your skills
Building inclusive and culturally aware decision-making skills is an ongoing journey. It involves actively seeking out different perspectives, reflecting on your own thinking, and being open to learning through experience.
You will not always get it right, and that is part of the process. What matters is your willingness to reflect, adapt, and continue developing your approach.
If you would like to strengthen your ability to navigate diverse situations with confidence and consideration, explore the Practising Inclusive and Culturally Aware Decision-Making resource.
As you work through the resource, reflective questions and scenarios, take time to consider:
- what assumptions am I making?
- what perspectives might I not have considered?
- how could I respond in a way that promotes inclusion and understanding?
Small, consistent shifts in awareness can, over time, lead to more inclusive ways of thinking, working, and interacting with others, both at university and beyond.
References:
- University of Bath (no date) Equality, diversity and inclusion. Available at: https://www.bath.ac.uk/professional-services/equality-diversity-and-inclusion/ (Accessed: 4 June 2026).
- Pless, N.M. and Maak, T. (2004) ‘Building an inclusive diversity culture: Principles, processes and practice’, Journal of Business Ethics, 54, pp. 129–147. Available at: https://link.springer.com/article/10.1007/s10551-004-9465-8 (Accessed: 4 June 2026).
- Davis, S. (2023) Diversity, equity & inclusion. 1st edn. Hoboken, NJ: John Wiley.
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