Onur Metin

Onur Metin is an experienced inclusive culture consultant and intercultural expert with over 20 years of global experience across Europe, North America, and Asia. He collaborates with organisations to support HR strategies and promote inclusive cultures.

In the early stages of his career, Onur helped establish local branches for two European NGOs, AEGEE and ESN, contributing to five overall, and guided multinational teams through cultural transitions. He holds several certifications in inclusive culture and has provided guidance on culture, communication, and business practices to students, associates, and expatriates.

Currently, Onur focuses on inclusive leadership, psychological safety, and equitable HR strategies, helping organisations turn inclusive culture initiatives from a requirement into a measurable business outcome. He is an Inclusive Culture Business Partner at Workplace in Action® and People Excellence Director at TDX Consulting.

Allyship: A Personal Journey

I will never forget the first day I started my job. After signing the contract, I had dreamed of working at a big company. Amazing colleagues, inspiring managers, people I could look up to. I had so many plans, so many things I would accomplish. I thought I would be in an environment that would make every day exciting and full of growth, a place where I could learn a lot and advance my career. I was full of optimism and hope, truly believing everything would be perfect. But unfortunately, while you’re working on your own dreams, life has a way of preparing other scenarios for you.

At first, everything seemed fine. The office was modern, the colleagues were friendly, and the structure of the company felt promising. But over time, I began to realise that things weren’t as they seemed. My manager would belittle and humiliate not just my ideas, but those of my colleagues as well. The constant belittling and bullying became a daily occurrence. The environment that once felt like a place for collaboration and growth now became a battlefield where our morale was slowly drained. In meetings, my manager would openly mock and degrade us. The worst part was that the upper management, who were aware of the situation, did absolutely nothing. No one spoke up. No one stepped in to help. The silence was deafening, and the absence of allyship was crushing. I was devastated and naturally demotivated to see the behaviours of the management team of an organisation, who promoted their code of conduct and values so passionately during my three-day orientation.

It was during those painful moments that I truly began to understand the importance of allyship. I realised that allyship isn’t passive; it’s an active commitment to standing up for others, especially when it’s uncomfortable. Allyship means using your position to speak out against injustice, to amplify voices that are often unheard, and to create space for others to thrive. It’s about supporting one another and doing the right thing, even when it's difficult.

Through this experience, I’ve come to understand that allyship is not a one-time act or something to check off a list. It’s an ongoing practice, something you work on day by day. It’s about being present, staying curious, and constantly challenging the status quo. I will continue to work toward a culture where everyone is supported, their voices are amplified, and no one feels invisible. This is what drives me every day, and it’s at the heart of my work in Workplace in Action®—ensuring that allyship is not just an ideal but a fundamental part of every company’s culture.

The Importance of Inclusive Culture

Inclusive culture isn’t just about policies—it’s about building a space where everyone feels they belong. Whether at work or in society, it’s about creating environments where individuals are seen, heard, and valued for who they truly are. It’s about creating spaces where people, regardless of their background or identity, can bring their full selves to work and life.

Allyship is the active side of inclusion. It’s about noticing when someone's voice is missing, speaking up when bias is present, amplifying those voices, and stepping up to support those who might otherwise be sidelined. It's about taking risks, mentoring someone outside of usual circles, and ensuring that processes create a level playing field.

Incorporating These Values into Everyday Life

These values play a fundamental role in both personal and professional life. From the early days of founding NGO chapters to the current role, sustainable change comes from a combination of heart-centred advocacy and clear action plans. As a Business Partner, I strive to make sure that inclusivity isn’t just a corporate checkbox but a daily, lived experience. Remaining conscious of personal biases and using one’s position to advocate for those without the same platform is crucial. These principles influence how I listen to others, how I handle micro-aggressions, and even what books or films I choose to share. For many, these values aren’t just “nice-to-haves”; they are guiding principles in all aspects of life.

Experiencing Allyship

Experiencing allyship, both as someone supporting others and as someone being supported, has shaped the journey. Living and working in various countries, being welcomed into communities that helped navigate cultural differences, language barriers, and challenges has been humbling. This has shaped how I view allyship, it's about ensuring that everyone has the tools they need to succeed, no matter their background.

At TDX Consulting, continuous feedback loops, anonymous pulse checks, and listening circles ensure that the allyship conversation never stops, and every voice is heard. To foster awareness, consciously educating oneself through mentoring programs, while also listening and actively seeking feedback from colleagues, has been instrumental. Listening to others' lived experiences, challenging assumptions, and engaging in uncomfortable conversations have contributed to growth as an ally. It’s an ongoing practice that should always be improved. Whenever assumptions are made, a pause, reflection, and a learning moment are essential. Allyship isn’t a one-time achievement, it’s an ongoing journey.

Embracing Differences in the Workplace

Embracing differences has been central to work in HR, training, and consulting. Leading initiatives that adapted recruitment processes to be more inclusive and designing learning programs that reflect a wide range of cultural perspectives have been key. One proud action was adapting workplace practices to better accommodate neurodivergent employees, which improved both performance and morale. Personally, these actions have deepened empathy and understanding. They’ve made it clear that creating space for others to bring their full selves to the workplace enriches not just their experience but everyone’s. These lessons keep improving contributions to our Workplace in Action program. Embracing diversity isn’t just beneficial for those directly affected but also for the team.

Advice for Allyship and Inclusion

The most important advice for anyone learning about allyship and inclusion is simple: Start by listening. Don’t wait for perfection, stay curious, ask questions without assuming knowledge, and listen more than speak. Allyship isn’t a title you give to yourself; it’s how others feel about your actions. It’s about being present, consistent, and accountable. Step in when needed, speak up when necessary, and make space for others to lead when necessary. If mistakes are made, own them, apologise, and move forward. True allyship isn’t a one-off; it’s a muscle that gets stronger with time.

Being a Good Ally

Being a good ally means recognising privilege and using it to lift others. It’s about challenging unfair systems, advocating for equality, and ensuring everyone has access to the same opportunities. In daily life, this value is incorporated by mentoring underrepresented talent, speaking up in meetings where voices may be ignored, and ensuring diverse perspectives are part of every decision. Whether it’s amplifying a teammate’s idea in a brainstorming session or advocating for new workplace policies, every action matters.

True allyship starts with recognising the spaces we need to fight for and the environments that must change. As I reflect on my journey, I realise that the experiences of being silent and overlooked became the very reason I am so passionate about building inclusive cultures where everyone feels seen, heard, and empowered to make an impact. No one should ever have to experience the kind of isolation and oppression I did—and it’s this drive that motivates me every day in my work at Workplace in Action.

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