Easy Adjustments to Make for an Inclusive Workspace

Everyone deserves the right to not just enjoy working, but also feel as though the workplace is accommodating to their needs.

If you don’t want to single any employee out, then here are a few simple adjustments to make to your workspace.

1)    Accessibility

If your workplace has only installed stairs, then it may be beneficial to consider improving accessibility wherever possible. This may include ramps, stairlifts, automated doors and lifts.

Having multiple entries and exits that are accessible to everyone will not only be appreciated among your staff but also ensure their safety.

2)    Make Inclusivity Part of the Company

Inclusivity only has weight in a company if you’re willing to make it part of the conversation.

If inclusivity isn’t represented in your ethos, training, hiring, or pay, then it can come across as a disingenuous buzzword you’ve used to tick a box.

Inclusivity doesn’t need to be hard work – but it’s important you stand by your inclusive ethics in all faucets of business.

3)    Inclusivity from the Top Down

People respect their leaders when they see them as human.

That empathy is easier to capture when it comes from a person that we can relate to. As such, an easy way to promote inclusivity in your workplace is to have an inclusive workforce.

Of course, don’t hire people to fit in some hypothetical quota of inclusivity. But open your pool of interviews out to people who may not have typically had access to them.

This may mean working with your local job centre, removing prerequisites like the need of a graduate degree or an abundance of work history.

All sorts of people are more than capable of your job role, but sometimes life gets in the way. To find wonderful people, sometimes you need to go against systems that cater to the norm.

4)    Support

When you’re creating an inclusive workspace, it’s crucial that everyone feels as though they have a say.

You can’t force people into this, however, creating a space where you can have an open and honest conversation about the things that truly matter will set you apart.

By discussing what is needed, you’ll be able to see where your blind spots are – and how to fix them.

Employees may want easy things to implement such as occupational health services, sick pay or company healthcare; either way, hearing them out is always appreciated.  

5)    External Activities

Part of being an inclusive company is being able to celebrate that inclusivity.

If you and your employees are happy to celebrate your company for the efforts you’ve put into making it a safe space, then we encourage you to do so.

Not only is it an excuse to celebrate, but it also is a chance to show the world the good you’ve been doing – and that’s always a good thing.