How Do You Become an Inclusive Employer

Nowadays, businesses are always looking for something that gives them an advantage, such as new ideas, different angles, and problem-solving teams. What makes the difference? Inclusion. To be an inclusive employer, it’s essential to make profound changes to your workplace so that everyone, regardless of their background or identity, feels welcome, included, and supported to participate. The goal is to transition from merely accepting diversity to genuinely appreciating it.

Picture it as creating a garden that features a variety of different plants. If you treat every plant the same, with only soil and sunlight, some will die. If you cater to the individual needs of plants for sufficient light, different nutrients, and more space, your garden will be alive with many colours. Your employees share a similar perspective in this regard.

With the upcoming “Inclusive Employment Australia” program, this dedication to inclusion is especially relevant in Australia at the moment. “Inclusive Employment Australia“: What is it? Later in 2025, it will replace the existing Disability Employment Services (DES) program in Australia.

This important national effort underscores the government’s strong commitment to promoting true inclusion across all enterprises and aims to make the workplace more accessible and inclusive for individuals with disabilities. It’s an unmistakable indication that being an inclusive employer is essential to Australia’s future workforce strategy, not merely good practice.

So, how do you go about becoming an inclusive employer? It’s a journey, not a destination, but here are key areas to focus on:

1) Lead from the Top with Genuine Commitment:

Inclusion Starts at the Top. In addition to endorsing inclusive ideals, senior leaders should actively promote them with their words and deeds. This entails allocating funds, setting specific objectives, and holding oneself and others accountable for implementing an inclusive culture. The organisation as a whole will be affected if the leadership team truly believes in and practices inclusion.

2) Examine Your Hiring Procedure Critically:

Unconscious bias often enters at this point.

• Are job descriptions free of terminology that is gendered or overly restrictive? Do they prioritise key competencies and results over particular credentials that could unintentionally leave out varied talent (e.g., insisting on a degree when similar experience is sufficient)?
• Advertising: Are you casting a wide net? Beyond standard job boards, consider advertising with community groups, disability employment services (like those under the future “Inclusive Employment Australia” scheme), and organisations that support underrepresented groups.
• Interview Process: Train hiring managers to recognise and mitigate unconscious bias. To accommodate diverse needs, offer flexible interview formats (e.g., video calls, different assessment methods). Consider anonymous resume reviews at the initial stages of the process.
• Onboarding: Ensure your onboarding process is welcoming and inclusive, providing necessary adjustments and making new hires feel valued from day one.

3) Make Physical and Digital Accessibility a Priority:

An inclusive workplace is easily accessible to all.

• Physical Space: This includes clear walkways, accessible restrooms, lifts, ramps, and suitable lighting. Also, consider sensory factors, such as noise levels.
• Electronic Instruments: Ensure that your internal software, communication platforms, and websites comply with accessibility guidelines (e.g., WCAG). This includes offering keyboard navigation, captioning for videos, and alt-text for photos.
• Information: Ensure that all pertinent information is accessible in multiple formats to accommodate diverse learning requests and accessibility requirements.

4) Embrace Flexibility as a Core Value:

Flexibility isn’t always a perk; it is often a necessity for actual inclusion.

• Remote/Hybrid Work: Where viable, provide options for operating remotely or in a hybrid version. This may be transformative for individuals with disabilities, caring obligations, or those handling continual health conditions.
• Flexible Hours: Allow for adjusted start and stop times or compressed workweeks, whenever possible, permitting personnel to accommodate personal commitments or health needs.
• Job Sharing: Explore opportunities for activity sharing to create roles that better suit people’s capacities.

5) Foster an Inclusive Culture Through Ongoing Education:

Unconscious biases exist in everybody. Education is key to addressing them.

• Diversity & Inclusion Training: Offer regular, engaging training sessions for all employees, from new joiners to senior management, on topics such as unconscious bias, microaggressions, cultural competency, and allyship.
• Disability Awareness: Partner with disability advocacy groups to offer specific training on disability etiquette, common misconceptions, and the benefits of a disability-inclusive workforce. This aligns perfectly with the goals of “Inclusive Employment Australia.”
• Open Dialogue: Create safe spaces for staff to share their experiences and perspectives, inclusive of empathy and understanding.

6) Encourage and Provide Reasonable Modifications Actively:

Don’t wait for a worker to experience difficulties. Establish a culture that supports and normalises asking for and making fair accommodations.

• Establish a transparent and well-communicated procedure for making adjustment requests.
• Teach managers how to discuss adjustments tactfully.
• Be prepared to invest in any necessary software, hardware, or adjustments.
• Keep in mind that legislation requires appropriate accommodations for people with disabilities.

7) Collaborate with Skilled Organisations:

Utilise the expertise and assistance of outside partners.

• Interact with organisations that focus on inclusion and employment for people with disabilities. In Australia, these services, which will soon be simplified under “Inclusive Employment Australia,” can assist you in locating qualified applicants, offering advice on workplace modifications, and providing ongoing support.
• Work together with neighbourhood organisations that reflect a range of backgrounds.

8) Measure, Learn, and Adapt:

Inclusion is an ongoing journey.

• Collect diversity data (ethically and anonymously) to understand your workforce composition.
• Conduct employee surveys to gauge feelings of belonging and inclusion.
• Regularly update your policies and practices to identify areas for improvement.
• Be open to feedback and willing to adapt your strategies.

Becoming an inclusive employer is a powerful commitment – one that enriches your workplace, strengthens your team, and ultimately contributes to a more equitable society. As Australia advances with “Inclusive Employment Australia”, there has never been a better time to embrace the transformative power of inclusion fully.

What steps are you taking to become a more inclusive employer? Share your insights and experiences below!