Nine ways to establish an inclusive workplace without a big budget

Diversity and inclusion are two workplace values that have ranked high on many company’s agenda in recent years. Take consulting firm Accenture, for example, which takes a comprehensive, three-pronged approach to diversity training for all employees, or Mastercard which consistently makes it into the top 10 of DiversityInc’s 50 Best Companies for Diversity list.

In an inclusive workplace, employees feel their voice is heard. They are comfortable to contribute fully and be their authentic selves. Building an inclusive workplace ensures that people feel safe, productive, and can perform at their best. From policies, programs, and strategies, many organisations have led the change to a more diverse and inclusive workforce.

There are many benefits to working in a diverse, equitable and inclusive organisation. Unfortunately, not all companies get it right. Indeed recently conducted research and found that over 20% of workers across minority groups feel unsupported at work, highlighting that work still needs to be done to cultivate diversity and inclusion in Australian workplaces.

For small businesses with stretched resources, focusing time and budget on building a D&I strategy and implementing culture change, introducing new ways of working, or engaging in a training program can feel overwhelming and seem unattainable. Yet this doesn’t have to be the case: there are many simple and practical ways organisations can create an inclusive environment without a big budget.

Lead by example

Start by ensuring that leaders embrace different views and experiences as this naturally leads to more creative and inclusive solutions. Demonstrating these values from the very top means diversity and inclusion become intrinsically part of the company culture.

Recognise and actively work to undo biases

Accepting that we all have unconscious bias is the first step in becoming more aware of our personal behaviours, judgements, and decisions. Condemn discrimination and be firm about the consequences when employee behaviour is unacceptable. Creating a culture of safety and trust starts by having a clear expectation of behaviour.

Keep it open

Encourage open conversations that enable colleagues to share their personal experiences and provide safe forums where concerned employees can express their views without negative repercussions.

Celebrate employee differences

Respect everyone’s needs, customs or characteristics. Allow colleagues to share their culture and what it means to them; address communication barriers; offer flexibility around religious or cultural holidays; and ensure that employees of all abilities have access to what they need at work. Celebrating the individuality of each employee and their respective contribution will create a greater sense of inclusion.

Once you’ve begun to address the culture of your organisations, it’s important to also consider more practical, tangible changes.

Focus on inclusive recruitment strategies

Try to hire diversely and create teams that reflect a range of perspectives and experiences. Working with colleagues from different backgrounds encourages learning and collaboration. Consider how you attract new hires, how you screen candidates, the questions you ask in interviews and how accessible your recruitment process is to talent.

Provide equal access to physical spaces

Ensure all staff, including those with a disability, can access all areas of the office including equipment in storerooms, the office kitchen and meeting rooms. Consider adopting practices that ensure all colleagues are greeted appropriately when entering or leaving a room.

Be flexible with office spaces

In small organisations, space is often at a premium and adapting spaces for more than one use can have great benefits. Add blinds to a small meeting or board room to create privacy so the space can double as a breast pumping or prayer room. Establish a quiet zone so colleagues who are sensitive to sound or visual stimulation can work productively.

Change bathrooms to be gender neutral

Gender-neutral bathrooms benefit employees by disrupting gender biases; it fosters an inclusive environment and provides affirmation for all employees.

Be forthcoming about pronouns

Consider adding pronouns to your email signatures so people know what pronouns you prefer. This enables colleagues and stakeholders to better speak with respect and inclusivity. Review your internal and external communications to ensure the language you use is inclusive and celebrates gender diversity.

Having a diverse and inclusive workplace offers an environment where people can build a successful career as their true selves. Employers who act on diversity and inclusion, and show respect and consideration to all employees, will be well-placed to enjoy the benefits of an engaged, motivated and fulfilled workforce.