Five ways to build an authentic culture

I’ve sat in meetings where attempts to define “diverse talent” ended up reinforcing stereotypes. Time to move from labelling to listening.

As a social anthropologist, I’m trained to listen deeply and without assumption. When I helped set up employee networks across multiple territories, from Pride to Disability to Ethnic Minorities, it wasn’t about ticking boxes. It was about hearing what people really needed to feel they belonged.

Leadership tip: Don’t assume you know the narrative. Facilitate listening sessions, not just surveys. And when someone says, “I don’t feel safe speaking up,” don’t get defensive, be respectfully curious.

Team tip: When a colleague shares their experience, hold space. Don’t jump in to “fix”, but ask, questions like “what do you need from me?” 

Culture built in silos will always feel distant. Some of the most impactful initiatives I’ve seen were those shaped by the people they were meant to serve. Start by asking people what matters to them - not what leadership assumes might land well, for the optics.

Leadership tip: Invite unexpected voices into design processes. I often say, “Bring the right people into the ‘wrong’ rooms”.

Team tip: If something feels off, speak up. Your lived experience is data. Culture becomes real when it’s co-authored by many contributors.

Inclusion isn’t a one-off workshop or an annual calendar of celebrations. It’s everyday decisions. Notice it if is the usual suspects that speak first or get credited for others' ideas, and why.

For example, language barriers can shape perceptions of professionalism; these are ingrained biases - keep them in check!

 Accentism is a good example, not just in the UK. An ex-colleague shared how in South Africa many take elocution lessons when applying for jobs, so as to lose their district's accent.

Leadership tip: Keep an eye out for who gets the most opportunities. Review how decisions are made. Look for patterns, then disrupt them.

Team tip: Be the person who notices whose voice is missing. Inclusion starts with small acts like saying, “I’d like to hear from Anna, she’s been quiet”. 

Real culture work is messy. I’ve facilitated sessions where silence followed a hard truth. That is the best thing about breaking barriers, because what follows is growth, both individual and collective.

Cultural Nexus encourages that discomfort because that is where you unlock new ways of thinking and start unlearning patterns that cause the potential pitfalls of (cultural) unconscious bias.

Leadership tip: Be humble. Share with authenticity about a time when you got it wrong, and what you learned from that. That will create psychological safety for others to follow.

Team tip: Give feedback with empathy and receive it gracefully.

Cultural Intelligence (CQ) is a business imperative. I’ve led CQ programmes in English, French, and Italian, helping global teams navigate difference with awareness and agility.

Cultural intelligence helps you decode communication styles, values, and motivations.

Leadership tip: Invest in development that goes beyond bias training. Get curious about how different cultures approach hierarchy, collaboration, or conflict.

Team tip: Notice your instincts. Is someone “difficult” or just different? Stop yourself before you judge and think if this could be your cultural lens imposing itself on a different custom...

Our communities, homes and workplaces are what we make them. If input care, effort and intentional behaviours, what we reap will really be what we have sown.

I don't believe in perfect cultures. But I believe that we belong to and live in multi-dimensional cultures that are in constant flux as we evolve, collectively, as humans. 

Cultural Nexus are HR Consultancy and People Services that focus on Equity, Diversity and Inclusion within the workspace. 

If you want to contribute to the Chamber blog, contact us on hannah@brightonchamber.co.uk