Leading with inclusion: Tips for a supportive workplace

Implement inclusive policies and ensure managers are educated

A good starting point is to make sure that the right policies are in place. This means not only having a clear Equity, Diversity and Inclusion policy, but also ensuring diversity is embedded in all policies, including Recruitment, Absence Management, Bullying and Harassment.

Developing their own knowledge is an important foundation for leaders and managers. They should educate themselves on diversity, attend training and reach out to expert groups for support and information.

Improve communication and listening

Communication is key. Leaders can ensure that information about diversity is shared with all employees through internal communications. They can also set the example by using inclusive language and ensuring stigmatised language is challenged.

Listening to feedback from employees is essential to being truly inclusive. Surveys could be used to gather information, but the best way to ensure voices are heard is to create employee representative groups with senior leader sponsors. Learning from employees’ lived experience is hugely beneficial.

Case study: We were asked to develop a training course for a business. To ensure it was fully inclusive and met the needs of their people, the organisation involved their employee representative group in shaping the outline. The group also reviewed and approved the final version of the bespoke course we created, ensuring it truly reflected the voices and experiences of their workforce.

Ensure accessibility and implement workplace adjustments

Accessibility is important, especially for disability inclusion. It involves considering both the physical accessibility of the environment, but also accessibility of information and the way it is distributed.

Being open to making workplace adjustments is another crucial part of inclusive leadership, and workplace adjustments can often be affordable and quick to implement. Some options may include:

• Providing assistive technologies
• Offering flexible working arrangements
• Adapting workspaces with ergonomic furniture or quiet zones
• Ensuring digital content is accessible and tailoring communication methods to suit individual needs.

Raising awareness across your business

Raising awareness and developing knowledge is hugely valuable when it comes to truly embedding an inclusive culture. Leaders should ensure that the business marks important awareness days, weeks or months with meaningful activities, as well as communications. Sharing any personal experiences can also really add value to campaigns.

Case study: One business we worked with released a vlog featuring their CEO openly discussing his personal experiences with mental health. This had a powerful impact across the organisation, helping to break down stigma and making him appear more approachable and relatable to employees.

Monitoring and measuring progress

Monitoring and measuring the impact of changes to inclusion practices can also be useful. For example, gathering data on attrition and absence at the start of any programme of change. This benchmark data can then be compared to data gathered at various points later on, to see if progress has been made.

Leaders could also commission outside bodies, both for support and to achieve accreditations as external recognition for the work the organisation has done. For example, we have helped many organisations on their journey to achieving Disability Confident accreditation, demonstrating their commitment to creating inclusive and supportive workplaces.