Starting your inclusive workplace journey: Small steps, big impact

In the journey toward creating a more inclusive workplace, one piece of advice shared by Christine, an employer from the projects National Advisory Group shared,

“You have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving, and let’s start doing something.”

This advice captures the essence of what it means to embark on an inclusivity journey. It acknowledges that the path to inclusivity isn’t always clear or straightforward, but it emphasises the importance of taking that first step—no matter how small it may seem.

The importance of starting small

When businesses think about becoming more inclusive, the size of the task can often be overwhelming. Where do you begin? What changes should be prioritised? The key is to start with what you can do right now. Even small changes can have a significant impact when it comes to fostering an inclusive environment.

Simple steps to get started

Listen to your employees: Start by gathering input from your team. What are their experiences and suggestions for making the workplace more inclusive? Their insights can guide your initial steps.
Educate and raise awareness: Organise small workshops or training sessions that focus on inclusivity and diversity. This can help shift perspectives and open the door to new ways of thinking.
Review your policies: Take a close look at your existing policies and identify any areas that could be more inclusive. This might include updating your recruitment process or reviewing the language used.
Celebrate differences: Create opportunities to celebrate the diversity within your team. Recognise and value the unique contributions of all employees.

Building momentum

Once you’ve taken that first step, it’s essential to keep the momentum going. Inclusivity is not a one-time project but an ongoing journey. Continue to seek input from your employees and be open to adapting your approach as you learn what works best for your organisation.

Maintaining progress

Set clear goals: Establish specific, achievable goals for your inclusivity initiatives. This could be increasing the diversity of your talent pool or improving accessibility in your workplace.

Foster open communication: Encourage a culture of open dialogue where employees feel comfortable sharing their experiences and ideas.
Measure your success: Regularly assess the impact of your initiatives and be willing to make adjustments as needed.

Let’s get it moving

The most important aspect of starting your inclusive workplace journey is simply to start. As the advice suggests, “Get it going, get it moving, and let’s start doing something.” Every step you take, no matter how small, contributes to building a more inclusive and supportive work environment.

By embracing new ways of thinking and involving your staff in the process, you can create a workplace where everyone feels valued and included. And remember, the journey to inclusivity is ongoing—so keep moving forward, one step at a time.

Start your journey

There’s no better time than now to begin making inclusive changes in your workplace. Start small, stay committed, and watch how these efforts can transform your organisation for the better. Together, we can create a more inclusive future.

Get started by building your understanding of neurodiversity.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”