Advita Patel, CIPR President-Elect for 2025, is an internal communications strategist with 20 years’ experience.
Founder of CommsRebel, co-founder of A Leader Like Me, and author of Building a Culture of Inclusivity, she has received numerous accolades, including the Emerging Leader Award. Based in Manchester, she frequently speaks on inclusion and change management.
What are some of the most common barriers you've observed that prevent workplace cultures from being truly inclusive, and how do you help organizations address them?
There are a number of barriers that can prevent cultures from being truly inclusive. Some of the most common barriers include conscious and unconscious bias, a lack of representation in leadership, and poor communication between leaders and colleagues. These factors can often lead to exclusion and disengagement.
At CommsRebel, we address these challenges through blended support. We often start by undertaking an inclusion review which usually tells us where the gaps are and what support the organisation requires. This could include anything from training, education, leadership coaching, and workshops that encourage colleagues to challenge their own biases and embrace inclusion. When you can create a safe environment where uncomfortable conversations can take place and somewhere where leaders are encouraged to champion inclusive practices, the culture can transform.
How does internal communication play a key role in shaping workplace culture, and what strategies do you recommend for making communication more inclusive?
Internal communication is key in shaping a company's culture because it connects colleagues with the organisational mission and values. When communication is clear, transparent, and inclusive, it can bring a sense of belonging and can encourage collaboration.
At CommsRebel, we often advise organisations to adopt strategies that promote two-way communication, ensuring colleagues feel heard and valued. This can include things like using inclusive language, making space for diverse opinions, and prioritising accessibility. It’s also important to build in regular feedback loops and clear, authentic messages from leadership as they can inspire trust and motivate teams to work towards shared goals.
Your work focuses on positively disrupting workplace cultures. Can you share an example of a transformational change program that successfully reshaped an organization's culture?
A powerful example of transformational change is when CommsRebel partnered with an organisation facing significant disconnect between its leadership and colleagues. We spent some time understanding what the challenges were, and then designed a culture shift programme that would allow them to see things differently. We started by facilitating open, honest conversations, enabling all colleagues to contribute to the company’s future vision. Leadership training was also key, as it helped align values with everyday actions and allowed leaders to understand their role in positively disrupting status quo. People follow leader actions, so it’s important that they have permission to think differently. After 12 months there was a significant change in culture which successfully resulted in creating a more engaged workforce, improved trust across all levels, and developed a culture that celebrated diversity and transparency.
In what ways can leadership coaching foster a more inclusive and collaborative environment within teams? What leadership qualities are essential in driving cultural transformation?
Leadership coaching plays a crucial role in fostering an inclusive environment by encouraging leaders to develop self-awareness, empathy, and active listening skills. Inclusive leaders are those who model the behaviours they want to see, encouraging collaboration and valuing diverse perspectives. Essential qualities include emotional intelligence, accountability, and the courage to challenge the status quo. At CommsRebel, we help leaders build these skills, which not only drives individual growth but also enables them to lead teams in a way that promotes inclusion, resulting in a more cohesive and innovative workplace culture.
How do tools like DISC and cultural assessments help teams build stronger relationships and improve workplace dynamics? Can you share any key insights from applying these in your consultancy work?
Using tools like DISC assessments helps teams better understand communication styles, reducing misunderstandings and building empathy within the team. At CommsRebel, we’ve seen how DISC can highlight the diverse strengths of team members, leading to improved collaboration and fewer conflicts. Cultural assessments are equally vital in identifying gaps in understanding or areas where teams need to align with organisational values. These insights allow us to create strategies that enhance communication, respect different working styles, and ultimately lead to a more harmonious and productive work environment.
Through your work with A Leader Like Me, what are some of the key steps organizations can take to ensure that diversity, inclusion, and belonging are at the heart of their corporate culture?
To ensure diversity, inclusion, and belonging are at the heart of corporate culture, leadership buy-in is critical. At A Leader Like Me, we advocate for actionable strategies, such as setting clear diversity targets, creating accountability frameworks, and ensuring marginalised groups have a platform. We also emphasise the importance of regular training and continuous learning to challenge biases and stereotypes. Organisations should conduct frequent assessments of their inclusion strategies, ensuring that progress is measurable and sustainable. Embedding these values into daily practices encourages long-lasting cultural transformation.