Incorporate inclusion principles across all of the business

So you’ve completed step 1: made and documented your plan for workplace inclusion. Now it’s time to incorporate inclusion principles across all of the business.

A united approach is vital. If the business attempts inclusion in one department but not others, you can expect unrest.

Success comes from your senior management:

·      Explaining to staff the need for inclusion. (See: business case for inclusion and the social capital that comes from inclusion.)

·      Being open to all questions and ideas from the floor

·      Expecting to have to remind, coax and insist that the steps towards inclusion are a vital part of their roles and your business.

Most importantly, be mindful of the knock-on effects of the planned change. For example, you hire Fred, who can’t drive because of epilepsy. What’s the effect on the rest of the staff early Monday when parts need to be picked up from suppliers lest you have no material for assembly day?

If you need to remember why you're putting in all this effort towards creating an inclusive workplace, read this blog. For practical steps around making an inclusive workplace, read this blog.

Finally, draw on the wisdom of your team. The answers will be there.

- Martin Wren

I’ve heard renewed calls for the introduction of quotas recently, both in state governments and the arts.

Quotas are discriminatory, paternalistic and humiliating. I could possibly live with all of this, but, worse, just like subsidies, they don’t work!

Devise a well-documented plan

It’s all very well to aim to become an inclusive workplace. Implementing can be daunting and restricted by initial push back from staff who may not want to change. I suggest taking the following five steps to ensure you plan, implement and review a solid inclusion policy.