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Doesn’t it feel good to be treated like you matter? A truly diverse and inclusive workplace creates an environment where everyone feels genuinely welcomed, supported, and valued for who they are and what they bring.
Considering how much of our lives we spend at work, remotely or in the office, feeling safe and respected isn’t a luxury. It’s a basic need. And dare we say, creating that kind of environment shouldn’t feel like a burden or a box to check.
When people feel emotionally safe, confidence follows. With it comes open communication, fresh ideas, stronger collaboration, and a sense of ownership that lifts everyone up. Diversity and inclusivity form the foundation we build on, supported by helpful policies and goals.
At Trueplay, we’re committed to building a culture that is comfortable for everyone. And it starts with honest conversations. In this interview, Mariia Tiekuch, our Fractional Sr. Human Resources Manager, shares her experience and thoughts on what inclusivity looks like in real life, how it’s evolved, and what we can all do to make our teams stronger, kinder, and more connected.
Inclusivity means creating a workplace where everyone feels valued, safe to express themselves, and fully engaged in the company’s processes, regardless of their identity, background, or experience. At Trueplay, it’s essential because it directly impacts innovation, collaboration, retention, and employee satisfaction. Inclusive environments unlock people’s full potential and help teams perform at their best.
Diversity is about who is represented in the team: different genders, ages, ethnicities, nationalities, etc. Inclusivity is about how those people are treated — whether they feel heard, safe, and involved.
I really like how Vernā Myers wisely put it: “Diversity is being invited to the party; inclusion is being asked to dance.”
Over the past few years, inclusivity has shifted from being a “nice-to-have” to a key business priority. We’ve seen growing attention to unconscious bias, microaggressions, and inclusive leadership practices. At Trueplay, we combine webinars and panel discussions on topics like Women’s History Month and Pride Month to raise awareness and build familiarity, alongside HR audits that help ensure our HR practices are fair and consistent.
Yes! Here are a few I often recommend:
As a woman working in multicultural tech environments, and as someone who knows what it’s like to be part of both majority and minority groups, I’ve experienced how subtle things — like not being fully heard or trusted — can impact confidence and performance at work. These moments have shaped my commitment to building respectful, supportive, and truly inclusive workplaces where people feel safe to be themselves and thrive.
In my experience, diverse teams see more angles and bring more ideas to the table. When people with different backgrounds and perspectives work together, feel safe to speak up, and are open to listening to one another, they bring bold ideas, challenge and support each other, spark creativity, and make better decisions. That leads to stronger business results.
Research backs this up: companies with diverse and inclusive cultures are more innovative, more productive, and often perform better financially. Inclusion is what gives diversity meaning. Without it, representation becomes just numbers on a dashboard.
As technology hurtles forward and AI becomes more integrated into our daily lives, the need for technical expertise becomes apparent. But so is our need for something only people can bring: judgment, empathy, imagination, and the ability to connect on a deeper level.
To build meaningful products and workplaces in this new era, we need teams that reflect the richness of real life. That means making space not just for diverse skills, but for diverse stories, voices, and perspectives.
So if you’re wondering where to start with diversity and inclusivity, begin small and start with people.
