Looking for fresh ideas for national inclusion week that actually help you build a more inclusive workplace, not just tick a box? You’re in the right place. Whether you manage a HR program, run employee recognition, or lead a people team, this guide will give you practical, ready-to-use approaches and real reward ideas that meet people where they are (and that can scale up or down depending on budget).
What is National Inclusion Week (and when is it?)
National Inclusion Week is an annual week in September dedicated to celebrating and taking action on inclusion in the workplace. In 2025 it runs from 15th–21st September and is designed to involve everyone in a business, from leadership to frontline teams, to spark conversation, launch practical initiatives and hold workplaces accountable for inclusive change.
This year’s theme: Now is the Time
The 2025 theme is “Now is the Time”, emphasizing urgency, resilience and the need for practical steps that embed inclusion into everyday workplace life. The theme responds to social and economic pressures (including backlash against inclusion work and tightening budgets) and encourages inclusion professionals to innovate so they can make sustainable impact.
Why inclusive rewards matter (short answer)
Rewards and recognition are high-visibility signals about what your company values. If your reward options are narrow e.g. bottles of wine, only “big day out” prizes, or rewards that assume every employee has a weekend free or a car, you unintentionally exclude people. Inclusive rewards increase engagement, reduce feelings of alienation, and help everyone feel seen and valued. 1 in 5 employees believe their business could do a better job of showing recognition to everybody across the company.
Principles of inclusive reward design
Before we dive into the practical ideas, use these short principles as a checklist:
- Choice is inclusion: give people options rather than a one-size reward.
- Accessibility by design: digital delivery, accessible venues, and clear booking support.
- Consider life stage & caring responsibilities: family options, babysitter stipends, or experiences that can be shared with dependants.
- Cultural and religious awareness: avoid enforcing dates or reward formats that clash with key observances.
- Privacy & dignity: allow people to accept rewards without spotlighting them publicly if they prefer.
Budget equity: make rewards meaningful at all levels, not just for top performers.
Practical tips & ideas you can use this National Inclusion Week
Below are tested, practical ideas for HR and people leaders — many of which you can implement quickly during National Inclusion Week and then fold into an ongoing reward strategy.
1) Give choice — multi-brand & multi-option gift cards
Offer multi-choice gift cards so recipients can pick a reward that suits them, whether that’s a family day out, beauty treatment, sports kit, or groceries. Multi-brand cards like Leisure Choice UK and Leisure Choice USA operate across a wide set of retailers and big brands, making them a genuinely inclusive option for diverse teams. (Leisure Choice lets recipients swap to hundreds of brands).
2) Offer different formats: eVouchers, physical cards, or charity donations
Some employees prefer a physical keepsake; others want instant e-delivery. Offer both. Also give the option to convert a reward into a charity donation, this is particularly inclusive for people who prefer not to receive material gifts.
3) Make experiences accessible and family-friendly
Choose experiences with accessible venues, quiet sessions, or options for an accompanying carer. Family-friendly rewards (Merlin attractions, family hotel breaks, or family dining) are brilliant for parents and carers and they’re often the most memorable. The Merlin Gift Card, for example, can be used at Merlin’s UK attractions and works well for family days out.
4) Include low-barrier, high-value options
Not everyone wants an adrenaline experience. Offer a range from micro-rewards (£/$10–£30) to larger experiences. Micro-rewards could include:
- Additional paid time off (half-day)
- A mental-health or wellbeing subscription (meditation apps, counselling credits)
- Learning vouchers (LinkedIn Learning, books)
These options keep lower-paid employees from being left out and support wellbeing and development equally.
5) Build in confidentiality & choice to avoid spotlighting
Allow people to select rewards privately or opt into public recognition. This reduces the risk of alienating employees for whom public recognition is uncomfortable.
6) Use culturally aware timing & options
If you use reward & recognition dates or events and they fall near a major religious holiday, be flexible with timing and avoid launching a single “one-day” reward activity that excludes those observing a holiday.
7) Make booking and redemption simple
Complex redemption destroys goodwill. Digital eVouchers, long validity windows, and clear instructions are essential. Virgin Incentives offers nationwide experiences, eVouchers and flexible fulfilment to make pickup and booking straightforward for recipients.
8) Work with Employee Resource Groups (ERGs)
Invite ERGs to co-design reward menus. ERG involvement improves cultural fit and signals genuine commitment rather than tokenism.
9) Consider regional & remote staff
If you have teams located in multiple places (or remote workers), make sure rewards can be redeemed locally (or digitally). Multi-choice gift cards and national experience providers (and digital experiences) are particularly useful here. Leisure Choice and many Virgin Incentives eVouchers cater across both the UK and USA
10) Accessibility checklist for each experience
Create a short checklist you can share with recipients before they book:
- Wheelchair access?
- Sensory-friendly session available?
- Carer/companion ticket policy?
Booking assistance? If an experience doesn’t meet accessibility needs, offer an alternative.
Inclusive reward ideas (quick list you can copy/paste into your plan)
- Multi-choice gift cards (Leisure Choice — UK & US).
- Family passes or Merlin Gift Card for days out (UK-specific family attractions).
- Virgin Gift Card for travel and Virgin brand experiences (longer validity, flexible for travel or experiences).
- Wellbeing vouchers (therapy apps, gyms with inclusive facilities).
- Learning & development vouchers (books, online courses).
- Extra paid leave hours (choice of time or reward value).
- Charitable donation match in recipient’s name.
- Remote or at-home experiences (online masterclasses, virtual team experiences).
- Sensory-friendly sessions (theatre/cinema bookings where available).
- Small tokens for carers (babysitter stipend to attend an experience).
Running an National Inclusion Week campaign: a simple 5-day framework you can copy
You don’t need a huge budget, you need intention.
- Day 1 Kick off & context: Leadership message about why inclusion matters; announce National Inclusion Week activities and opt-in rewards.
- Day 2 Learning: Short lunchtime panels, micro-training, recorded sessions for accessibility.
- Day 3 Community spotlights: ERG showcases and peer stories (recorded/transcribed).
- Day 4 Action lab: Small-group workshops to create one practical change per team (e.g., “how to make our rewards inclusive”).
- Day 5 Recognition & rewards: Distribute inclusive rewards (multi-choice cards, wellbeing vouchers) and ask teams to pledge one permanent change.
How Virgin Incentives can make your rewards more inclusive
We design corporate rewards that prioritise choice, accessibility and flexibility, whether you’re buying experience days, multi-choice gift cards, Merlin Gift Cards, or the Virgin Gift Card for higher-value rewards. Virgin Incentives supports digital delivery (eVouchers), physical cards, and bulk ordering and our experience range covers budget-friendly options up to premium packages. That mix helps you design reward menus that suit diverse employee needs and life stages.
If you want:
- Nationwide options that work for regional/remote staff,
- Family and single-person experiences,
Long validity and easy digital redemption, we can help you build a rewards program that aligns with Nation Inclusion Week and your ongoing inclusion goals.
Measuring success
Track a few simple metrics:
- % uptake by team/region (are some groups less likely to accept rewards?)
- Employee feedback (short post-redemption survey)
- Diversity of choices selected (do certain groups disproportionately pick one reward?)
- Net Promoter Score for the reward program
Use the data to adjust your rewards program and to remove barriers.
Summary
National Inclusion Week is a moment to act, and small, thoughtful changes to your reward program can have a big cultural impact. If you’re compiling ideas for national inclusion week, start with choice, accessibility, and dignity. Those three levers transform a one-off campaign into a sustainable, inclusive reward culture.
Want help turning these ideas for national inclusion week into a rewards program or comms pack for your UK or US employees? Visit our contact page below to hear examples and get a quote from the team:
