In an increasingly diverse and socially conscious business landscape, organisations are shifting their priorities to place culture at the centre of strategic planning. A culture-first strategy—one that puts people, values, and purpose at the forefront—goes beyond mission statements and well-being initiatives. It reflects how an organisation operates, recruits, communicates, and leads, embedding inclusion into every layer of its operations.
Yet, for many leaders and teams, the concept remains abstract. What does a culture-first approach look like when it’s more than just a statement of intent? Let’s explore how this ethos translates into daily practice across sectors, and why it matters now more than ever.
Understanding the Culture-First Mindset
At its core, a culture-first strategy prioritises employee experience, shared values, and psychological safety as fundamental drivers of performance and innovation. Rather than using culture as a supporting mechanism for business success, this model views culture as the foundation on which long-term success is built.
Critically, such a strategy requires authentic commitment. It is not performative. It begins with active listening, inclusive leadership, and respectful engagement, particularly with historically marginalised groups. For organisations working across Australia’s corporate, government, and educational sectors, this often involves a deep and ongoing recognition of Aboriginal and Torres Strait Islander peoples.
Embedding Values Through Action
How does this commitment translate into tangible, daily practices? Organisations leading the way typically integrate cultural values into key operational areas:
1. Recruitment and Onboarding
Culture-first organisations go beyond compliance when it comes to diversity and inclusion. Job descriptions, hiring practices, and onboarding processes are designed to be welcoming and representative. This includes acknowledging cultural protocols, respecting country-specific customs, and providing induction training that sets expectations for inclusive conduct.
2. Internal Communications
Language matters. Communications reflect respectful, inclusive language and highlight cultural observances throughout the year—like NAIDOC Week, National Reconciliation Week, and Sorry Day. These are not token acknowledgements but opportunities for reflection, conversation, and education.
3. Ongoing Education and Development
One of the most impactful practices is investing in structured learning that enhances cultural understanding. This includes anti-racism training, cultural safety workshops, and allyship programmes. These initiatives help employees engage with each other more meaningfully and contribute to a psychologically safe workplace.
An essential element of this is indigenous cultural awareness and training. Such programmes equip teams with the historical, social, and political context necessary to work respectfully with First Nations communities. More importantly, they shift mindsets and behaviours—vital steps in building inclusive, culturally competent organisations.
Aligning Leadership and Strategy
Leadership plays a pivotal role in modelling and sustaining a culture-first approach. Leaders are not only responsible for setting the tone but for holding themselves and others accountable. This includes:
- Leading with cultural humility, acknowledging what they do not know, and seeking to learn.
- Actively supporting Reconciliation Action Plans (RAPs) and ensuring they are more than static documents.
- Embedding metrics for inclusion into performance reviews and strategic planning cycles.
In practice, leadership teams should regularly consult with Indigenous advisors and community members, ensuring initiatives are co-designed and mutually beneficial. This form of engagement fosters trust, strengthens partnerships, and supports sustainable outcomes.
Measuring Cultural Impact
One of the misconceptions around culture-first strategies is that they are difficult to measure. However, organisations can track progress through a variety of methods, such as:
- Employee engagement surveys with questions about belonging and inclusion
- Retention data across different demographic groups
- Feedback loops tied to cultural initiatives and training
- Reconciliation benchmarks and public reporting mechanisms
Evaluating impact also means listening to what communities and stakeholders say, not just internal metrics. External validation—such as partnerships with Indigenous-led organisations or support for local community projects—adds depth and credibility to a culture-first approach.
The Future is Values-led
Culture-first strategies are not a trend; they represent a paradigm shift in how organisations define success. In today’s socio-political climate, stakeholders expect more than surface-level commitment. Employees, customers, and communities want to see evidence of meaningful engagement, particularly with Aboriginal and Torres Strait Islander peoples.
A values-led approach doesn’t mean sacrificing productivity or profit. On the contrary, research consistently shows that inclusive, psychologically safe workplaces foster higher levels of innovation, collaboration, and employee retention. When culture leads, business follows.
Equitable and Just Workplaces
Building a culture-first organisation is a long-term investment—but one that pays dividends in trust, credibility, and impact. By embedding inclusion into strategy, policy, and practice, leaders can create workplaces that are not only effective but also equitable and just. The journey begins with listening, learning, and a willingness to act.
