Creating an inclusive workplace

How Chess Life Academy supports their coaches and creates an inclusive environment around the game of chess

Chess Life Academy is a chess education provider dedicated to helping individuals learn and connect with others through the game of chess. With a team of 12 coaches, Chess Life Academy visits schools and community centres, teaching the game and creating an inclusive environment.

Sabrina Koetsier, co-owner and co-founder of Chess Life Academy, shares how the business promotes inclusion.

“A lot of our clients are on the autism spectrum or are neurodivergent,” Sabrina explains, which is why “we are really strong on having an autism-friendly environment in our classrooms.”

“When Autism SA’s Autism Friendly Charter was released a number of years ago, we signed up and implemented several strategies for the business,” Sabrina continues. “We consciously put information about our coaches on our website so people can check which coach they will have.” This approach helps clients know more about who they will be meeting and what to expect.

Chess Life Academy not only teaches chess but also fosters skill and friendship-building in a safe, structured environment. “What is very lovely is to see students who are usually non-verbal communicating with each other and making friends over chess.”

Sabrina also highlights how Chess Life Academy supports inclusion for both potential and existing staff members.

The interview process at Chess Life Academy is unique, beginning with a casual conversation designed to be non-threatening and holistic. “We often provide the candidate with information about what ‘a day in the life of a coach’ looks like and what kind of support we give.”

Sabrina also asks chess-specific questions like, “What do you play when you are white?” to get an idea of the candidate’s chess skills. They also ask scenario-based questions, such as, “How would you explain to a 7-year-old how a bishop moves?” which allows candidates to talk their approach to coaching a client. During the interview, Chess Life Academy informs candidates that they are an Autism Friendly business and that many of their clients are autistic.

Although most of the scenarios are discussed through conversation, Sabrina notes, “We often do have a chess board there because some people like to move the chess pieces while they are talking to demonstrate what they are saying.”

This approach exemplifies an inclusive hiring process by providing relevant, scenario-based questions and allowing candidates to choose how they demonstrate their skills.

“We often ask candidates if they have experience working with people on the autism spectrum,” Sabrina says, stating that the conversation often leads to the candidates own disclosure if they are autistic.

Chess Life Academy is dedicated to supporting candidates through the onboarding process and throughout their time with the business.

“As part of onboarding, we go through the run sheet detailing what school they will go to, the timings on the run sheet, lesson plans, and the material they will be teaching,” Sabrina explains, adding that the structured lesson plans were developed in collaboration with the team to support in their coaching roles.

“We also buddy up our new starter with another coach for the first term (10 weeks). They go into a school together, and the new starter can learn from the other coach”. Sabrina explains that this support helps the new starter feel comfortable in their new role.

Chess Life Academy is a great example of how a business can implement inclusive practices to support both their clients and their staff to create an inclusive environment.

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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.”