What does inclusion look like in the workplace?

Inclusion in the workplace is more than just a buzzword

Inclusion is about creating an environment where everyone feels valued, respected, and supported. But what does that really look like in practice? Employers from the Project’s National Advisory Group share their experiences and insights on how they foster inclusivity in their businesses.

Inclusivity starts with communication

One of the first steps to building an inclusive workplace is to make it clear that inclusivity is a priority. As Christine, an employer from the Project’s National Advisory Group, explains,

“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.”

By clearly communicating your commitment to inclusivity, you can attract a diverse range of candidates who feel confident that they will be supported in your workplace.

Flexibility and support: Key to inclusivity

Inclusivity also means being flexible and providing the necessary support for all employees to succeed. As one employer shared,

“We make sure that we are flexible, allowing people to work from home when they want, come into the office, or work from a remote collaboration place—wherever they work best. We still all get the work done and have regular structured catch-ups online.”

This flexibility not only supports employees’ individual needs but also helps create a more productive and engaged workforce. Offering options like working from home, wellbeing leave, and additional breaks for birthdays shows that you care about your employees’ well-being, which in turn fosters loyalty and satisfaction.

Recognising and focusing on strengths

An inclusive workplace is one where everyone’s strengths are recognised and valued. As another employer from the Advisory Group puts it,

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

By tailoring roles and responsibilities to match employees’ strengths, businesses can create a more effective and motivated team. This not only benefits the individual but also drives better outcomes for the business as a whole.

Encouraging open communication

Inclusion also involves making sure that every voice is heard. Another employer emphasised,

“Within a workplace, you need to make sure that everyone shares their opinion. Asking people what they need and making sure they’re heard,”

Encouraging open communication and actively seeking out feedback ensures that all employees feel valued and understood. This collaborative approach helps build a culture of trust and respect, which is essential for any inclusive workplace.

Leadership and role modelling

Leadership plays a crucial role in promoting inclusivity. One employer shared their approach,

“As a small business, we provide things like flexibility, wellbeing leave, and birthday leave, in addition to standard leave, to give people extra breaks. As the leader of the business, I role model taking the leave to ensure people feel comfortable taking the time. Not only is it inclusive, but it gives us a competitive edge as an employer for people wanting to join the business.”

By role-modelling inclusive practices, leaders set the standard for the rest of the organisation, making it clear that inclusivity is not just an idea, but a lived value.

Promoting an inclusive culture

To truly embed inclusivity into your workplace culture, it’s important to communicate regularly about the initiatives and support available to employees. Partnering with your internal communications team can help ensure that everyone is aware of the efforts being made to create a more inclusive environment. As one employer put it,

“To promote an inclusive culture, you need to partner with your internal communications team to talk about the initiatives that the business is doing and the support opportunities available to employees.”

Regular communication helps reinforce the message that inclusivity is a priority and ensures that all employees feel informed and engaged.

Prioritise inclusion

Inclusion in the workplace is about more than just policies—it’s about creating a culture where everyone feels supported, valued, and empowered to contribute their best. From clear communication and flexible work arrangements to recognising strengths and encouraging open dialogue, these small but meaningful actions can make a big difference.

By prioritising inclusivity, businesses not only create a better environment for their employees but also gain a competitive edge in attracting and retaining top talent. Whether you’re a small business or a large organisation, taking steps to promote inclusivity can lead to a more innovative, productive, and happy workplace.

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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.”