What role does active listening play in inclusive communication?
Working Life | Respectful Language & Inclusive Communication
Counsellor: Alessandra
Published: 26 May 2026

When we talk about inclusive communication at work, the conversation often goes straight to language: the right words to use, the right terminology, and while that matters, there's something just as powerful that does tend to get overlooked, which is active listening.

And active listening is more than just hearing someone's words, it's giving another person your genuine attention, creating space for them to be understood and letting what they share actually land with you.

And in a workplace context, it's one of the most direct ways to make someone feel like they belong.

Now, when people feel truly listened to, something shifts as trust begins to build, people are more willing to contribute and to also share different perspectives and show up authentically.

An active listening and practice looks like a few different things, like being fully present in a conversation rather than thinking about your response while someone is talking, asking questions with genuine curiosity, not to challenge or fix, but just to understand, noticing the emotion behind what someone is saying, not just the content, and also letting what you've heard influence how you act.

And also to consider listening well means hearing feedback that can sometimes challenge assumptions we didn't realise we were holding, and that discomfort is worth sitting with as it is a sign that real learning is happening in real time.

Now, in terms of what this can look like practically, we can start off really small.

So in your next one-to-one or team meeting, practice putting distractions aside and focusing fully on the person that's speaking.

So notice if you're listening to understand or listening to respond.

If someone shares something personal or raises a concern, reflect it back before jumping to conclusions or solutions.

Even just saying that makes sense or I hear that can go a really long way.

And where you have any influence over decisions, think about whether the voices you've heard are actually reflecting the outcome.

If you are finding that communication in your team or workplace feels consistently difficult, whether that's around respect, identity, or feeling heard, it's worth raising this with your line manager, HR, or an employer well-being service.

And if the work environment feels psychologically unsafe or discriminatory, then your organization's EDI lead or a workplace mediator can be a good next step.

And for further support and resources around respectful language and inclusive communication, you can head back to the app for more information.

If you are struggling with your mental health or feel unsafe, then please reach out for urgent help by contacting your local emergency service or a crisis helpline.