Inclusive Team Building Activities: How to Fuel Workplace Inclusivity

Team building activities can help build and strengthen inclusivity in the workplace. When done right, it helps neurodivergent, introverted, or marginalized team members know they’re included and belong. They feel seen, valued, and heard—exactly what a team building exercise should accomplish. This results in high-performing teams where innovation flows, engagement rises, and productivity increases.

But there’s a catch: most team building activities are not inclusive of everyone.

Many fun games for strengthening teamwork skills favor the extroverted, neurotypical, socially savvy, and physically confident. So, folks who process ideas differently or are afraid to speak up often get sidelined. Ultimately, what should be inclusive team building becomes an exclusive event that leaves some feeling left out.

According to research, over 60 percent of employees feel pressure to hide parts of their identity. From these, 74 percent of respondents said that the “need to cover” negatively impacts their productivity and well-being. Unfortunately, traditional team building doesn’t just miss these people, it pushes them out even more.

Organizing workplace inclusion activities in a team building program is designed to flip that.

How can your organization create inclusive team activities that actually work? What are real activities that support diversity, equity, and inclusion (DEI) from the inside out? This article has the answers.

What is Inclusive Team Building? (And What It’s Not)

Inclusive team building practices are designed to include all employees, regardless of personality, ability, or background. The inclusive activities ensure that everyone can have a meaningful participation without feeling awkward, on edge, or uncomfortable. The events are structured to remove hidden barriers like social pressure, sensory overload, or cultural assumptions.

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Team building for introverts and neurodivergent employees isn’t about checking a DEI box or adding a diversity twist to a game. Instead, the fun activities include various strategies to contribute. These could involve rotating leadership roles or choosing formats that don’t rely on speed, volume, or physicality.

Bottom line? Inclusive team building isn’t about who’s invited—it’s about who feels safe, comfortable, and empowered to participate. 

Why Typical Team Building Events Leave People Out

If we’re honest, most team building exercises are designed for the loudest, most extrovert people in the room. You know the ones—fast-paced games, group huddles, awkward icebreakers where everyone must speak up and “share something fun.” Pretty exhausting if you’re an introvert or feel marginalized.

The primary issue is that many activities look inclusive but do the opposite for neurodivergent employees. In reality, they often ignore how some people process information or feel safe showing up.

• Introverts? Feel burned out by forced fun.
• Neurodivergent folks? Overstimulated and marginalized.
• Remote workers? Left staring at screens while the in-person team laughs over lunch.

What’s the real cost to a company if they fail to include DEI principles in team building events? Scientific-based research speaks for itself.

• Harvard Business Review reported that 62 percent of workers feel their working or thinking style isn’t accommodated in team settings.
• According to Gallup, 67 percent of employees feel their unique problem-solving skills are underutilized.
• McKinsey reports that 71 percent of professionals work in environments that don’t provide the conditions for productivity.

Creating an inclusive work environment isn’t about pandering to the whims of a few. It’s about admitting that the current system isn’t working for most.

If your team members cannot think, speak, or contribute in a way that matches how they operate, the entire team will fail. All you get is burnout, silence, missed potential, and low productivity.

Bottom line? It’s not a people problem, it’s a design flaw. That’s where diverse, inclusive team building comes in.

The Core Pillars of Workplace Inclusivity Activities

What sets genuinely inclusive team building experiences apart is how they’re built. They have intention, access, and equity at their core. Keeping the fundamental inclusive principles in mind will help you organize diversity and inclusion team building activities that actually work.

Psychological safety

It’s impossible to build team cohesion if folks are busy protecting themselves or hiding in the corner. Inclusive team activities must promote psychological safety—the freedom to ask, challenge, or admit without fear of repercussions. When everyone on the entire team feels they’re in a safe space, more trust develops, and ideas flow.

Equity of participation

Inclusion activities don’t mean giving everyone the mic and asking them to share something. Instead, they’re about making sure employees want to speak. To achieve this, vary roles, try different formats, and make a space where everyone’s diverse style can shine.

Universal design and accessibility

Building connections between team members doesn’t happen when everyone must adapt to the “norm.” It involves designing fun activities that use flexible formats, sensory-friendly options, and multiple ways to contribute.

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Cultural representation

Don’t just celebrate difference—build it into the structure. It’s possible to create a more inclusive environment by using stories, visuals, and language that reflect a multicultural view, not just a stereotypical opinion of culture. An inclusive culture means everyone sees themselves in the room.

Intentional facilitation and leadership modeling

Team leaders set the tone when facilitating inclusive games for team building. This means ensuring that they set an example of inclusive behavior. That includes rotating roles, inviting quieter voices, and staying actively engaged. Meaningful connections start from the top.

Four Benefits of DEI in Team Building

Team building to create a more inclusive workplace isn’t just good for morale, it’s good for business. Research shows that when DEI is included in team experiences, companies see stronger employee engagement, better retention, and more innovation. One report found that teams with neurodivergent professionals were 30 percent more productive than those without them.

Let’s dive deep into the benefits of team building in creating a workplace culture where inclusivity thrives.

Neurodiversity increases productivity in the workplace

Promoting neurodiversity in the workplace is now seen as a way to gain a business advantage. Research shows that neurodivergent employees excel in memory, pattern recognition, and creative thinking. However, 65 percent of employees don’t disclose it at work due to fear of being stigmatized or excluded.

Inclusive team building helps remove that fear, creating space where diverse minds can show up fully—and contribute meaningfully.

Encourage employee belonging and inclusion

People stay where they feel seen. DEI-focused team building creates identity safety, where team members can show up without code-switching, shrinking, or pretending. Inclusion isn’t about being invited to the game; it’s about knowing your play matters. That feeling fuels trust, loyalty, and a deeper connection to the team. 

Increased employee morale, retention, and team bonding

Immersive workplace inclusivity activities create real energy in the workplace because they strengthen strong connections among team members. Employees are more likely to stay when they feel like they belong. Inclusive activities boost morale without alienating anyone, creating shared wins, stronger bonds, and loyalty that shows up in engagement scores and lower turnover.

More creativity and innovation

You don’t get breakthrough ideas from echo chambers. Inclusion brings different experiences, problem-solving styles, and ways of thinking to the surface. When everyone feels safe to contribute, creativity scales—and innovation becomes a team habit, not a lucky accident. Inclusion doesn’t slow you down—it’s what takes you further.  

Design Principles for Building Inclusive Activities

DEI in team building must be incorporated into every detail. From how people participate to how outcomes are shared, thoughtful design makes the difference between passive attendance and authentic engagement. These principles will help you create experiences where every team member can show up, speak up, and succeed.

• Start with real needs, not assumptions. Get input from your team about what makes them feel included—or excluded—before planning.
• Offer multiple ways to participate. Use visual, verbal, written, and hands-on options so everyone has a way to engage.
• Design for flexibility. Include opt-in roles, adaptable pacing, and low-pressure entry points to reduce anxiety or overstimulation.
• Plan for accessibility upfront. Think about mobility, sensory needs, remote access, and tech limitations before choosing your format.
• Make roles rotate. Give everyone a chance to lead, listen, and contribute in different ways—not just the usual extroverts.
• Keep feedback loops open. Invite anonymous feedback, listen to what worked (or didn’t), and make changes for next time.

When inclusion is built into the blueprint, team building becomes more than a feel-good exercise—it becomes a tool for trust, equity, and real connection.

Next, let’s look at specific workplace inclusivity activities that bring these principles to life.

Workplace Inclusivity Activities That Work for All Teams

FullTilt Team Development designs team building experiences rooted in core DEI principles. Each event is tailored to a team’s unique goals and to ensure better collaboration, engagement, communication, and inclusion. With a global reach and a commitment to professional growth, FullTilt ensures every team member feels valued and engaged.

The Great Mandala

The Great Mandala brings teams together to co-create a large-scale visual symbol using individual stories, images, and intentions. It’s quiet, reflective, and powerfully inclusive—giving space for introverts and culturally diverse voices to contribute meaningfully without pressure. The process naturally builds psychological safety and identity affirmation across the group.

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Outcome: Fosters self-expression and mutual understanding through visual storytelling.  

Want to increase the sense of inclusion and belonging among employees? Book the Mandala Leadership project for your next team building offsite event.

360-Degree Behavioral Matrix

This hands-on experience blends DISC personality tests, Myers-Briggs (MBTI), and StrengthsFinder into a dynamic, gamified workshop. Interactive challenges tailored to your team dynamics help participants uncover diverse communication and behavior styles. This helps to foster empathy, mutual understanding, and better team collaboration. It’s the ideal solution to build psychological safety and help every team member feel seen and heard.​

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Outcome: Enhances emotional intelligence and cross-style communication. 

Want to ensure that teams embrace neurodiversity in the workplace to become more productive? Secure the 360-Degree Behavioral Matrix for your next corporate retreat.

Cross-Boundary Communication

Cross-Boundary Communication helps teams break down silos by exploring how different roles, departments, or cultural perspectives communicate under pressure. Participants learn to decode intent, build clarity, and adjust their style to be more inclusive. It’s a powerful tool for bridging gaps in hybrid, global, or cross-functional teams.

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Outcome: Strengthens inclusive communication across diverse thinking and working styles. 

Include the Cross-Boundary Communication workshop in your next inclusive team building retreat to help teams work better together.

Domino Effect Challenge

The Domino Effect Challenge tasks teams with building a complex chain-reaction system using everyday materials. Success depends on collaboration, planning, and shared problem-solving—not speed or volume. It’s ideal for mixed communication styles and neurodivergent thinkers, allowing for visual planning, quiet focus, and hands-on creativity in an equitable team format.

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Outcome: Encourages inclusive collaboration and multiple modes of engagement. 

Want to ensure that teams embrace inclusive problem-solving through diverse thinking styles? Secure the Domino Effect Challenge for your next corporate retreat, which features DEI in team building.

Scavenger Hunt

Scavenger Hunt transforms any space—indoor, outdoor, or virtual—into a collaborative adventure. Teams solve puzzles, complete missions, and navigate challenges that reward curiosity, communication, and teamwork. With flexible formats and role variety, it’s built for all personalities and access needs—making it a natural fit for inclusive, hybrid, or neurodiverse teams.

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Outcome: Builds equitable participation across communication styles and abilities.

Want to ensure that teams embrace inclusive collaboration in every environment? Secure the Scavenger Hunt for your next company retreat. 

End Hunger Games

End Hunger Games immerses teams in a meaningful mission to earn food supplies to donate to local charities. It includes creative challenges that are cooperative, hands-on, and purpose-driven, allowing every participant to contribute at their own pace. The focus is on shared impact that fosters empathy, reflection, and connection across all roles and personality types. Every team member can participate regardless of physical ability or neurodiversity.

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Outcome: Strengthens purpose-driven teamwork and community-centered inclusion.

Want to help your team connect through empathy and action? Book the End Hunger Games for your next company-wide team building event. 

Helping Hands Program

Helping Hands Program invites teams to assemble prosthetic hands for people in need—many of whom have lost limbs due to conflict or medical conditions. The activity centers on empathy, precision, and purpose. It’s quiet, inclusive, and deeply human—ideal for neurodiverse teams, introverts, and those who thrive on meaningful, low-pressure connections.

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Outcome: Builds empathy and equity through shared impact and purposeful collaboration.

Want to design a team experience that leaves a lasting legacy? Bring the Helping Hands Program to your next leadership retreat. 

Anything It Takes

Anything It Takes is a dynamic series of challenges where teams complete tasks that directly support local charities. Think: assembling care packages, caring for community gardens, food drives, or supporting social care centers. Each activity is inclusive by design, with varied roles that suit all abilities, thinking styles, and energy levels. Everyone contributes, and every contribution matters.

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Outcome: Reinforces equity of participation through purpose-aligned teamwork.

Want to empower every employee to make an impact in their own way and build cohesive teams? Include Anything It Takes in your next company offsite. 

Authentic Leadership Workshop

Authentic Leadership Workshop is part of FullTilt’s professional development program. It helps teams explore leadership through vulnerability, storytelling, and self-reflection. Participants build trust by sharing real experiences and learning how to lead with empathy rather than authority. The format encourages psychological safety and gives space for quieter voices, making it especially effective for diverse, cross-level, and introvert-inclusive teams.

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Outcome: Deepens trust and belonging through emotionally intelligent leadership practices.

Want to build leaders who lead with empathy, not ego? Secure the Authentic Leadership Workshop for your next leadership development session.

Clear and Productive Feedback Module

Clear and Productive Feedback Module (a.k.a. CAP) teaches teams how to give and receive feedback using inclusive language, active listening, and structured reflection. It’s a powerful communication exercise that supports remote teams, office teams, and hybrid groups equally. The CAP Feedback program builds confidence, trust, and clarity across team meetings, employee resource groups, and diverse communication styles.

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Outcome: Strengthens communication skills and psychological safety through equitable feedback.

Want to improve how feedback flows across roles in any team size or format? Secure the Clear and Productive Feedback Module for your next corporate training session to support DEI in team building.  

Making Room for Introversion and Neurodiversity in the Workplace

Many team building activities are built for talkers, fast thinkers, and group energy. And these types of team events have their place. However, you risk leaving a lot of brain power untapped if you fail to ramp up inclusion efforts.

If you want to boost a sense of connection among all team members, create a safe space where slower processors, solo thinkers, and sensory-sensitive teammates can shine.

One way to make room for neurodiversity in team building is to build in ample time for reflection. Offering written prompts alongside verbal ones works well for some thinkers. Rotate roles so influence isn’t limited to the most vocal. Keep physical environments calm and flexible—and skip the surprise games or trust falls.

Remember, if your “team bonding” leaves half the room drained, it’s not inclusive—it’s performative. Only when employees have a strong sense of belonging and inclusion does team building have a positive impact on company culture.

Leadership’s Role in Employee Belonging and Inclusion

How a leader shows up in team building sends strong signals. Who gets heard? Who gets credit? Who feels safe enough to speak? Do only the loudest extroverts get called on to speak? Inclusive leadership is all about creating a safe space for others to step in.

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Inclusive leadership matters and research supports this. According to the results of a BMC Psychology study, employees feel more energized and engaged when leaders promote workplace inclusivity activities. This also had a direct impact on overall well-being and resilience. The effects were even stronger when paired with constructive feedback.

Here’s the kicker: inclusion isn’t a personality trait that someone either has or does not have. Research shows it’s one of the essential leadership skills anyone can learn and practice. Here are some ideas.

• Show vulnerability and humility: Leaders don’t need all the answers—they need to be real. Sharing a personal challenge or admitting a blind spot builds trust faster than polished talking points. It also creates a culture of respect.
• Reward inclusive behaviors: Want more inclusion? Recognize it out loud. Celebrate when someone amplifies a quieter voice, adapts to a teammate’s needs, or shows cultural awareness. This culture of inclusion trickles throughout the organization.
• Seek diverse feedback: Inclusion isn’t assumed—it’s checked. Ask: “What would’ve made this more comfortable for you?” or “Did this work for your communication style?” Then act on it.
• Participate, don’t observe team activities: Watching from the sidelines sends the wrong message. Whether you’re building a cardboard boat or sharing in a storytelling exercise, being part of the process shows commitment.

When leaders consistently commit to inclusive behaviors—not just conceptually—they create teams that are energized, engaged, and built to last.

After investing in inclusive team building activities, how can you be sure your efforts are working?

How to Measure the ROI of Inclusive Team Building Efforts

You can’t improve what you don’t measure—and when it comes to inclusive team building, outcomes go way beyond smiles and selfies. If you’re serious about inclusion, you need to know what’s shifting under the surface: trust, engagement, voice equity, and psychological safety.

Here’s how to track team building ROI:

• Psychological safety scores: Use short pulse surveys after team activities. Ask questions like: “Did you feel safe sharing your ideas during today’s session?” “Did you feel others respected your input?” “Were there moments when you chose not to speak up? Why?”
• Participation patterns: Who spoke? Who led? Who stayed quiet? Track engagement across team size, roles, and formats—especially in remote teams and hybrid setups.
• Belonging and inclusion surveys: Ask regularly if people feel seen, respected, and able to contribute authentically. Include dimensions like gender identity, cultural background, and communication preferences.
• Qualitative feedback: Open-ended responses often reveal what metrics can’t. Listen for themes around accessibility, clarity, team connection, and physical environment.
• Behavioral change over time: Are you hearing more voices in meetings? Are team players seeking diverse feedback? Inclusion is an ongoing process—progress shows up in everyday work life.

Tracking inclusion is like tuning a soundboard—not flipping a switch. The more intentional your measurement, the clearer your results.

Build Belonging That Lasts—with FullTilt Leading the Way

Inclusive team building isn’t a one-time event—it’s a culture you create, moment by moment. At FullTilt, we design experiences that go beyond surface-level fun to spark connection, equity, and real collaboration. If you’re ready to turn inclusion into action, we’re prepared to help. Click “Free Quote” below to get started today.

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