How to make your workplace inclusive

How inclusive is your business for people with disability?

Think about your current environment, team structure, roles and culture. Are they accessible and inclusive? Could a person with disability easily start work in your business tomorrow?

How to make your workplace more inclusive

Here is a 10 point checklist to help you make your workplace more disability inclusive.

1. Make a commitment

Develop a written plan or strategy to demonstrate your commitment to access and inclusion. It should cover potential employees, employees and customers/clients.

This commitment could also be affirmed by the wording in your mission statement, organisational policies and/or job descriptions.

2. Consider your physical premises

Ensure your workplace is accessible for people with disability. This includes:

  • Outside facilities ie parking, entrances and signage
  • Inside the workplace i.e. wide doorways and hallways, accessible meeting spaces and restrooms and assisted listening devices.

3. Don’t forget non-physical considerations

Non-physical considerations could include:

  • Employee training and ongoing guidance on disability awareness and inclusiveness
  • Including provisions for accessibility when planning meetings, training and events
  • Encouraging the establishment of an affinity group for employees with disability.

4. Think about technology

Does your IT team have knowledge about accessible technology?

All software, hardware and essential internal technology tools and systems should be accessible for employees with disability.

5. Workplace adjustments

Ensure you have a procedure to guide employees on how to request adjustments to enable them to perform their jobs.

6. External communications and marketing

Your website and digital communications should be accessible for people who are vision impaired and/or use screen readers. Don’t use coloured text over a similar coloured background. Make sure copy is as clear as possible, such as dark text over light coloured background or white text over heavy or dark coloured backgrounds. A 12-point font is a good minimum for all printed communications too. ie font type, colours, use of images.

All external content should feature appropriate and inclusive language and images of people with disability.

7. Accessible design

Consider customers/clients with disability in the design of your products/services.

8. Recruitment

Make your application process (including online applications), accessible and consider if the interview process is accessible and adaptable.

Actively encourage job applications from people with disability and ensure job advertisements and materials are available in alternative formats.

Ensure your recruitment team/partner receives training on inclusive and accessible recruitment practices.

9. Onboarding and development

Orientation and induction programs should be accessible and adaptable for all abilities.

Ensure a clear and simple process for hiring managers to request workplace modifications for new employees.

Provide training, resources and ongoing support for hiring managers/supervisors to help them support employees with disability with their everyday roles and career development.

10. Suppliers and partners

Consider inclusion and access when making procurement and purchasing decisions.

Make a commitment to diverse supplier engagement, including outreach to supplier/partner businesses that are owned or staffed by people with disability.

Creating an inclusive workplace will enable a diverse team of employees to thrive, which has many benefits for your business.