from sunday night dread to monday morning motivation.

I recently had the privilege of speaking at the very first Be Inclusive Hospitality Changemaker event.

Sponsored by Bibendum Wine and hosted at BloomsYard, Regent's Place, the evening was packed with powerful conversations, shared stories and lightbulb moments.

Alongside the inspiring Fernanda Pereira Dias Antonio, People & Culture Director at Caravan, and Gina Knight, Head of People at Flat Iron, we considered the relevance and nature of workplace culture by sharing our lived experiences and how these shape our approach to inclusion today.

One thing was clear: an inclusive workplace culture is non-negotiable for any successful business. It’s not an option, or an add-on. It’s the glue that holds teams together and helps them thrive. As Bill Marklein so perfectly puts it, “Culture is how employees' hearts and stomachs feel about Monday morning on Sunday night.” And, let’s be honest, who hasn’t felt that Sunday night dread? I’ve been there in the past, and I know I’m not alone.

my journey through workplace cultures.

Let me take you on a quick trip down memory lane. My first-ever job in the 1990s was in finance and banking in the City of London. Picture this: 18 years old, still figuring out who I was, and suddenly dropped into a cliquey, male-dominated world where inappropriate banter and behaviour were the norm. It was tough to navigate. So tough in fact that after being outed by a colleague to the entire office as a "practical joke," I had no choice but to leave.

I was fortunate to then discover hospitality, where individuality was celebrated, contributions were valued, and collaboration was second nature. Working for companies such as The London Eye and Ennismore, I was able to bring my whole self to work; something that made all the difference. That experience eventually inspired me to create mum, a recruitment business with authenticity at its heart, and where enabling inclusive workplace cultures is a core value.

But the challenge is clear: not everyone has the chance to experience inclusive cultures. In fact, recent research by MHFA England revealed that only 41% of employees feel they can bring their whole selves to work. Let’s consider that stat. Over half of us feel the need to hide parts of who we are in the workplace. It’s exhausting, and it’s holding people and businesses back.

learning from fernanda and gina.

My fellow speaker Fernanda gave an honest account of how her personal experience as a young female immigrant in hospitality had led her to the position she is now, and the way she directs her teams. At Caravan, they’ve built a culture where people are actively encouraged and enabled to be themselves—no uniforms, flexible policies, and HR strategies that are created by involving the whole team. The key takeaway? Inclusion is a daily commitment to creating a space where people feel valued and supported. And the pay back? Their retention metrics, because retention is a metric of inclusion.

Gina’s perspective was equally powerful. She reminded us of the importance of truly seeing people—not ignoring their differences but recognizing and celebrating them. She also touched on allyship, posing some thought-provoking questions to consider when addressing a lack of inclusion in the workplace: Are you “calling in” or “calling out”? Are you focusing on education rather than punishment when addressing prejudice? Her approach felt fresh, real, and actionable—a great reminder that inclusion isn’t just a policy; it’s a mindset.

why authenticity matters.

For me, everything comes back to authenticity. The more energy people expend by hiding who they are at work, the less energy they have to focus on the things that really matter, like connecting with others, driving innovation, or just getting the job done. Encouraging people to bring their whole selves to work isn’t just about making Mondays feel better (though that’s a lovely bonus); it’s about actively creating environments where everyone is enabled to turn up authentically and thrive.

let’s commit to inclusive cultures.

Inclusion needs to be the standard, not the exception, but the stats show there is much to achieve. It’s time to take responsibility for that as a sector. Creating inclusive workplace cultures isn’t about just creating policies and mission statements, it’s about doing consistent intentional work to foster environments where everyone feels empowered to show up as who they are and be seen and valued.

Here’s how we can start:

celebrate differences. Truly see and value the unique qualities each person brings to the team. Acknowledge and embrace diversity; it’s what makes teams stronger and more innovative. Encourage this approach across the workforce.

listen and evolve. Create spaces and environments where people feel safe to share their experiences and perspectives. Then, take actionable steps to ensure those insights drive change. Listen, hear, reflect and act…on repeat.

invest in enabling growth. Empower your teams by actively providing opportunities for development and creating clear pathways for progression. This is not just about opening the door to opportunity but also helping people through it. When people feel valued and enabled in the workplace, they see a future within it.

practice allyship daily. Be the one to educate, support, and build bridges. Inclusion happens when we “call in,” focus on learning, and shift mindsets toward compassion and understanding. If inclusion is driven through criticism, it will not be positively embraced.

What was clear from the speakers and discussion at the Changemakers event was that inclusive cultures don’t just happen, they’re built. And it’s up to all of us to make them a reality. When we put inclusion at the heart of workplace culture, we unlock the full potential of our teams. Together, let’s create workplaces where dread is replaced with motivation, authenticity is celebrated, and everyone has the chance to thrive.

The journey begins with each of us—let’s lead the way.