Creating an inclusive organization isn’t about grand gestures—it’s about consistent, everyday actions that make people feel valued, heard, and supported. Real inclusivity happens when organizations prioritize accessibility, equity, and belonging daily.
Here’s how to build a more inclusive workplace with small, actionable steps.
1. Meet People Where They Are
An inclusive workplace ensures that everyone can engage comfortably regardless of ability, language, or work style.
What This Looks Like in Action:
- Use multiple communication formats (email, chat, video, in-person) to meet different accessibility needs.
- Ensure materials are WCAG-compliant (captions for videos, alt text for images, plain language).
- Offer multiple ways for employees to contribute (verbal, written, anonymous feedback).
Small Steps You Can Take Today:
- Add captions to videos and use plain language in emails and documents.
- Provide meeting notes or summaries for those who process information differently.
- Ask your team how they prefer to receive information (email, chat, video, in-person).
📖 Research Backs It: A study published in the Harvard Business Review found that companies implementing accessibility best practices saw a 30% increase in employee engagement and a higher retention rate among employees with disabilities. (HBR)
2. Create Opportunities for Two-Way Communication
Employees are more engaged when they know their voices matter. A truly inclusive workplace fosters ongoing dialogue rather than relying on top-down communication.
What This Looks Like in Action:
- Conduct anonymous pulse surveys to assess workplace culture and inclusivity.
- Hold learning sessions or town halls where employees can share their experiences and ideas.
- Establish Employee Resource Groups (ERGs) to create spaces for diverse perspectives.
Small Steps You Can Take Today:
- Add an “open forum” section to meetings where employees can share concerns or ideas.
- Send out a short, anonymous survey asking employees how they feel about inclusivity in the workplace.
- Create a simple feedback loop (e.g., a digital suggestion box) to show that employee input leads to action.
📖 Research Backs It: Research by Dr. Lillian A. Kuga, author of Communicating in a Diverse Workplace: A Practical Guide, emphasizes that effective communication is crucial in diverse work environments to enhance productivity and employee satisfaction. Additionally, studies have shown that interprofessional collaboration improves job satisfaction and organizational performance. (Source)
🎧 Podcast to Learn More: Listen to Think Inclusive with Tim Villegas for insights on fostering inclusion through communication. (Spotify)
3. Make Inclusion a Leadership Priority
Inclusion starts at the top. Leaders who prioritize accessibility and diversity set the tone for the entire organization.
What This Looks Like in Action:
- Train managers on unconscious bias and inclusive leadership.
- Build DEIB (Diversity, Equity, Inclusion, and Belonging) goals into leadership performance metrics.
- Encourage leaders to model inclusive behaviour in meetings, hiring, and decision-making.
Small Steps You Can Take Today:
- Leaders can begin meetings by acknowledging diverse perspectives and inviting input from quieter team members.
- Review hiring and promotion data to ensure equitable access to opportunities.
- Encourage leaders to actively mentor or sponsor underrepresented employees.
📖 Research Backs It: The Society for Industrial and Organizational Psychology emphasizes that leaders must be accountable for fostering inclusive environments. (Source)
🎧 Podcast to Learn More: “All Are Welcome” by Cynthia Owyoung offers practical guidance on building an inclusive culture. (More Info)
4. Flexibility & Accessibility in Work Practices
Inclusive organizations recognize that people have different needs regarding how and where they work.
What This Looks Like in Action:
- Offer hybrid and remote work options to accommodate diverse needs.
- Normalize requesting workplace accommodations without stigma.
- Provide alternative ways to engage in meetings (asynchronous options, live transcripts, sign language interpreters).
Small Steps You Can Take Today:
- Set up a process where employees can request accommodations without excessive paperwork or delays.
- Include a reminder in meeting invites that accommodations (e.g., captions, interpreters) are available upon request.
- Encourage managers to check in with employees about their work preferences and needs.
📖 Research Backs It: Studies show flexible work arrangements improve employee satisfaction, particularly for marginalized groups. (Forbes)
5. Engage Through Storytelling & Lived Experiences
People connect to stories, not statistics. Inclusive workplaces make room for real, human experiences.
What This Looks Like in Action:
- Feature employee stories in internal newsletters, blogs, or all-staff meetings.
- Use storytelling in DEIB training to make abstract concepts more relatable.
- Celebrate diverse voices through campaigns highlighting various identities and experiences.
Small Steps You Can Take Today:
- Ask employees if they’d like to share their career journey or workplace experiences in an internal newsletter or blog.
- In team meetings, incorporate a “story of the month” feature highlighting diverse perspectives.
- Include real-life examples in DEIB training rather than relying solely on statistics.
📖 Research Backs It: Studies on psychological safety show that workplaces where employees feel safe sharing their stories, experience greater engagement and trust. (Bain & Co.)
📚 Book to Learn More: “Managing Diversity: Toward a Globally Inclusive Workplace” by Michàlle E. Mor Barak. (More Info)
6. Challenge & Grow Together
Inclusivity isn’t a one-time initiative—it’s an ongoing learning, unlearning, and evolving process.
What This Looks Like in Action:
- Provide continuous training on allyship, accessibility, and unconscious bias.
- Encourage open conversations about challenges and opportunities for growth.
- Recognize that mistakes will happen—how you respond and grow from them matters.
Small Steps You Can Take Today:
- Add a DEIB learning resource (article, book, or podcast) to your next team email.
- Host a short “lunch and learn” session on an inclusion topic.
- Create a space where employees can share what they’re learning about inclusivity.
📖 Research Backs It: The Unleashing Excellence through Inclusion study highlights how inclusive cultures drive engagement and performance. (Source)
🎧 Podcast to Learn More: Inclusion on Purpose by Brené Brown explores real-world strategies for fostering inclusive workplaces. (Listen Here)
The Takeaway: Inclusion Is an Ongoing Commitment
Building an inclusive and accessible workplace isn’t about perfection but consistent, intentional action. You create a space where everyone can thrive by embedding inclusivity into everyday practices, from communication to leadership to work flexibility.
What’s one small step you can take today to make your workplace more inclusive? Send us an email—let’s keep the conversation going!
