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While inclusion is important in any business, it’s especially vital in the culture space, where the work plays a role in shaping trends, sparking conversations and generating overall visibility. When inclusivity is treated as an afterthought, companies not only jeopardize their brand’s place in culture, but they also risk falling out of step with the people they rely on the most: their employees and customers. Employees feel disconnected when their voices aren’t reflected in decisions, while audiences tune out if a brand’s messaging misses the mark.
The most effective companies make inclusion a daily practice by asking the right questions, bringing more voices to the table and backing it up with action. Below, the members of Rolling Stone Culture Council share how (and why) to embed inclusivity into the fabric of your business.
Build a Team With Diverse Backgrounds and Perspectives
Genuine inclusivity begins with teams that reflect diverse backgrounds and perspectives. Representation isn’t new — it has always been intentional. Without it, companies risk blind spots that alienate current and potential customers. A lack of insight into varied experiences leaves organizations ill-equipped to respond effectively and can ultimately impact their bottom line. – Nicole Plantin, Soeur Agency, LLC
Develop Genuine Relationships Across the Organization
Inclusivity starts at the top. Leaders have a responsibility to model true leadership, and they can do this by building real relationships, not just with their peers, but with team members across the organization. When people feel personally seen and valued, trust grows — and that’s when a truly inclusive culture takes root. – Marissa Andrada, Marissa Andrada
Stay Focused on Fostering Human Connection
While the world increasingly adopts AI and robotic solutions, our focus remains on fostering human interactions, from our HQ to our global network of clients and artists. In 2025, personal touch and human logic are vital for combating the fatigue often associated with a lack of genuine connection. We reserve automation for tedious tasks. – Kice Akkawi, Treblemonsters
Be Willing to Embrace Others’ Ideas
As a record producer, I find that few things delight me more than when an artist makes a creative choice I didn’t see coming and wouldn’t have thought to make myself. That’s where the best music comes from! In your world, be willing to be delighted by other people’s ideas. Be willing to embrace approaches you wouldn’t have thought to take. Then, work together to make it great. – Jed Brewer, Good Loud Media
The Rolling Stone Culture Council is an invitation-only community for Influencers, Innovators and Creatives. Do I qualify?
Turn Insights Into Actions
Create structured spaces and time for active listening that is both employee- and leadership-led. Going beyond performative gestures, this builds a living culture that’s shaped by people, and not one that’s shaped for them. Use the insights gleaned and integrate them into office protocol, marketing, product design, hiring, training and leadership decisions. It then becomes a demonstration that inclusion is a practice, not a policy. – Matthew Forster, CMS Nashville
Invite Diverse Voices Into Company Decision-Making
One powerful strategy is to move beyond representation and invest in participation. Invite diverse voices into real decision-making — creative, strategic and operational. When people shape what’s being built rather than just react to it, inclusivity becomes a lived experience, not a label. That’s how you build trust, loyalty and a culture that connects. – Bill Hobbs, Vector
Co-Create Safe Spaces With Your Team
True inclusivity starts with listening. Co-creating safe spaces with your team ensures everyone feels valued. When people feel seen, they show up fully, and that energy carries straight to your clients. Your culture drives your success. – Kelley Swing, Head Case Hair Studio
Let Power Listen Before It Leads
Host regular, unscripted listening forums where executives are present not to speak, but to listen directly, vulnerably and without defensiveness. This practice turns inclusion from a checkbox into a conversation, and it creates a culture where power listens before it leads. In a world flooded with DEI statements, what people actually crave is to be heard and believed when they speak. – Stephanie Dillon, Stephanie Dillon Art
Rework Systems to Ensure Genuine Equity
Start with systems, not slogans. True inclusivity means reworking policies, pay structures and power dynamics — not just hosting DEI workshops. When people see equity in action, they trust the culture. That trust fuels retention, innovation and a workplace where everyone belongs. – Sonia Singh, Center of Inner Transformations
