“Culture hides much more than it reveals, and strangely enough, what it hides, it hides most effectively from its own participants.” – Edward T. Hall
Anthropologist Edward T. Hall’s amazing observation illustrates the complexity of knowing culture in the workplace. Creating an inclusive workplace involves more than just addressing surface-level inequalities. True inclusiveness requires a deeper comprehension of the visible and unseen cultural elements influencing the interactions, behavior, and perceptions of your team.
Companies can use Hall’s Cultural Iceberg Model as a guide to help them discover these hidden cultural layers and create cultures where every employee feels empowered and appreciated.
In a world where 81% of employees said they would leave a company not committed to diversity and inclusion, understanding cultural dynamics is not just a nice-to-have but a strategic imperative.
Visible cultural aspects—such as dress codes, language, and rituals—are just the tip of the iceberg. Below the surface lie invisible elements like beliefs, values, and perceptions that significantly influence workplace dynamics and employee engagement.
This blog explores the Cultural Iceberg Model and its relevance in modern workplaces. You’ll discover actionable strategies to recognize and address hidden cultural dynamics and overcome challenges in building an inclusive workplace.
Anthropologist Edward T. Hall introduced the Cultural Iceberg Model in 1976 to illustrate that culture comprises both observable and unobservable elements. Like an iceberg, where only a small portion is visible above the waterline, the majority of cultural elements lie beneath the surface.
| Aspect | Description | Examples |
| Above the Surface (Visible Culture – 10%) | Easily observable elements that represent a small part of culture. | 🔹 Language 🔹 Clothing 🔹 Food 🔹 Music 🔹 Art 🔹 Festivals 🔹 Gestures 🔹 Behaviors 🔹 Social norms |
| Below the Surface (Invisible Culture – 90%) | Deeper cultural elements that shape behaviors, attitudes, and social norms but are harder to see. | 🧠 Beliefs 🧠 Values 🧠 Thought patterns 🧠 Attitudes 🧠 Communication styles 🧠 Roles and expectations 🧠 Taboos 🧠 Concept of time 🧠 Relationship dynamics 🧠 Sense of humor 🧠 Family roles 🧠 Decision-making styles |
| Key Message | To understand culture fully, you must explore the hidden layers that shape visible behaviors. | “Culture is more than what meets the eye!” |
This approach highlights that although certain cultural elements are visible, a large percentage is concealed and has a subtle but profound impact on actions and attitudes.
The visible part of the cultural iceberg consists of aspects easy to see and identify. These encompass:
These elements are the manifestations of deeper cultural values and beliefs, providing insights into the organization’s surface-level culture.
Though not immediately obvious, the invisible aspects of culture have a major influence on organizational dynamics. Among these are:
Knowing these hidden elements is essential since they affect the fundamental reasons and attitudes guiding visible actions.
The unseen facets of culture have a big impact on how workers interact, decide, and view their positions in the company. For example:
By examining these components, leaders can better comprehend particular behaviors and implement policies to encourage a more inclusive workplace.
To take advantage of the insights provided by the Cultural Iceberg Model, consider utilizing the following strategies:
Provide employees with the resources they need to recognize and appreciate visible and invisible cultural elements. This training should cover:
Provide safe spaces where employees can freely express their perspectives and experiences. This can be made possible by:
Create and implement policies honoring and respecting many cultural customs and beliefs. this covers:
Combine groups with different cultural backgrounds to improve decision-making and innovation. Different teams contribute:
Promote continuous learning and awareness to match best practices in inclusiveness and cultural dynamics. One can accomplish this with:
Adopting cultural variety and tolerance is not only moral but also has actual economic advantages. Studies on inclusive cultures indicate that businesses with them are 1.7 times more likely to inspire creativity. Moreover, inclusiveness helps to improve employee satisfaction, financial performance, and outcomes of decisions. Let us now consider some particular advantages backed by present research.
Different points of view unearthed in different teams lead to more in-depth debates and improved results. A McKinsey & Company study indicates that companies with above-average diversity scores have a 36% better probability of beating competitors in terms of profitability. This relationship shows how inclusiveness promotes stronger and fuller problem-solving by considering many points of view.
Workers who feel valued are more likely to remain employed by their own companies. A Deloitte report indicates that 83% of workers believe their inclusive workplace to be more exciting.
Promoting inclusion helps companies save a lot of money on hiring and onboarding new staff by lowering attrition.
Often, the foundation of creative ideas is many points of view. Boston Consulting Group (BCG) research shows that companies with above-average executive team diversity produced 19% more innovation income than their less diverse rivals.
Inclusive companies inspire people from many backgrounds to contribute freely, therefore fostering the generation of original ideas and solutions.
A strong commitment to inclusivity makes your organization more attractive to top talent globally. In a competitive job market, emphasizing inclusivity in your branding and workplace practices can help you secure the best candidates.
According to Glassdoor’s Diversity and Inclusion Survey, 76% of job seekers said they consider diversity and inclusion an important factor when evaluating potential employers.
An inclusive workforce mirrors the diversity of your customers, enabling better understanding and alignment with market needs. This adaptability allows inclusive organizations to anticipate and meet the demands of a broader customer base.
To truly leverage the Cultural Iceberg Model for building an inclusive workplace, it’s vital to incorporate actionable steps into your organizational strategies. Here’s how:
Regularly assess your organization’s cultural landscape to identify visible and hidden dynamics. Use surveys, one-on-one interviews, and anonymous feedback tools to gather honest insights. These assessments should focus on understanding employees’ experiences, attitudes, and perceptions of inclusivity.
Equip your leadership with tools to navigate cultural differences effectively. Cultural competence should be a core part of leadership development programs. These programs can include:
Showcase your commitment to inclusivity by celebrating cultural events and milestones. Create a shared calendar of holidays and cultural observances from around the world and encourage participation. Examples include:
Language is a powerful tool in fostering inclusivity. Use simple, accessible language in all organizational communications to ensure understanding across diverse employee groups. Consider:
Building an inclusive workplace is not without its challenges. Organizations may face resistance to change, difficulties in identifying unconscious biases, or a lack of understanding of cultural nuances. However, these obstacles can be overcome through deliberate efforts and a commitment to continuous improvement.
Resistance often stems from fear of the unknown or entrenched stereotypes. To address this, organizations should:
Unconscious biases can influence decisions in hiring, promotions, and day-to-day interactions. Combatting these biases requires structured approaches, such as:
Misunderstandings can arise when cultural differences are not acknowledged or respected. Building bridges requires proactive measures:
Understanding the cultural iceberg offers a profound way to view and shape workplace dynamics. By recognizing that culture extends beyond what is immediately visible, you gain the tools to navigate hidden influences that shape behavior, communication, and collaboration. This deeper awareness not only strengthens inclusivity but also enhances innovation, employee satisfaction, and organizational performance.
Leaders who invest in this process empower their organizations to adapt, thrive, and remain competitive in an increasingly diverse global market.
If you’re looking for a partner to support your inclusivity and engagement efforts, Engagedly provides innovative solutions to help you create a workplace where every voice matters.
Explore Engagedly today and take the first step toward building an inclusive and engaged organization.
The Cultural Iceberg Model highlights that culture consists of visible elements (like dress and language) and invisible elements (like values and beliefs) that influence behavior.
Inclusivity boosts innovation, improves employee retention, and enhances decision-making, contributing to stronger financial performance.
Challenges include resistance to change, unconscious bias, and cultural misunderstandings. These can be overcome with strategic planning and education.
Technology provides tools for tracking diversity metrics, facilitating anonymous feedback, and delivering customized inclusivity training.
Leaders who embrace inclusivity foster trust, better collaboration, and higher engagement across diverse teams, driving overall organizational success.
