Creating an inclusive workplace means giving every person a fair chance to contribute, grow, and feel respected at work. For many employers, the question is practical: how to be inclusive in the workplace while meeting business needs and supporting diverse teams.

An inclusive workplace removes barriers that limit access to jobs, training, and progression. It values difference, supports individual needs, and promotes safe and respectful behaviour at every level of the organisation. Inclusion benefits employees, strengthens teams, and helps businesses build stable, engaged workforces.

What Is an Inclusive Workplace

An inclusive workplace is a work environment where every person has equal access to opportunities, support, and fair treatment. It recognises that people have different backgrounds, abilities, and experiences, and it responds to those differences in practical ways.

In an inclusive workplace, employers remove barriers that limit participation. They provide clear communication, fair policies, and flexible support where needed. Staff feel safe to speak up, ask for help, and contribute to their work without fear of discrimination or exclusion.

Why Inclusion Matters at Work

Inclusion affects how people feel at work and how teams perform. When employees feel respected and supported, they are more likely to stay, contribute, and grow in their roles.

Inclusive workplaces often see:

  • Higher staff retention
  • Better teamwork and communication
  • Stronger trust between workers and leaders
  • Access to a wider talent pool

For employers asking how can a workplace be more inclusive, the answer often starts with understanding that inclusion is not separate from performance. It supports stable teams, reduces turnover, and builds positive relationships within the workplace and the wider community.

10 Strategies to Encourage an Inclusive Workplace

1. Use clear and respectful language

Language shapes how people feel at work. Employers should use plain, respectful words in policies, meetings, and daily communication. Clear language reduces confusion and helps all staff feel included.

2. Create fair recruitment and hiring practices

Inclusive hiring focuses on skills and ability to do the job. Employers can review job ads, interview questions, and selection processes to remove bias and widen access to roles.

3. Offer flexible work options where possible

Flexible hours, part-time roles, or adjusted start times help people balance work with personal needs. Flexibility supports parents, carers, and people managing health or disability.

4. Support people with disabilities at work

Workplaces should provide reasonable adjustments that allow people to perform their roles safely and effectively. This may include modified duties, equipment, or changes to work environments.

5. Provide equal access to training and development

All employees should have access to learning and career growth. Inclusive workplaces ensure training opportunities are shared fairly and communicated clearly.

6. Train leaders in inclusive behaviour

Managers influence workplace culture. Training helps leaders recognise bias, support diverse teams, and respond appropriately to employee needs.

7. Encourage employee feedback and listening

Inclusive workplaces create safe ways for staff to share feedback. Regular check-ins, surveys, or open discussions help employers understand concerns early.

8. Address bias through clear workplace policies

Clear policies set expectations for behaviour. Employers should address discrimination, bullying, and harassment promptly and consistently.

9. Support mental health and wellbeing

Mental health affects participation at work. Inclusive workplaces promote wellbeing through support services, open conversations, and flexible responses to individual needs.

10. Build partnerships with local support services

Working with employment and training organisations helps businesses access support for inclusive hiring. These partnerships provide guidance, resources, and ongoing assistance.

Common Challenges to Workplace Inclusion

Some employers want to build inclusive workplaces but face practical challenges. These barriers often relate to knowledge, resources, or confidence rather than intent.

Common challenges include:

  • Limited understanding of inclusion and support options
  • Uncertainty about legal or workplace obligations
  • Concern about cost or time impact
  • Fear of making mistakes or causing offence

Inclusive workplaces address these challenges through clear information, open discussion, and access to support. Small, informed actions often create meaningful change. Employers do not need to have every answer. They need a willingness to listen, learn, and act where support is available.

Get Support to Build an Inclusive Workplace

Creating an inclusive workplace takes commitment, clear action, and the right support. Employers who work with experienced employment services can build inclusive teams while meeting business needs.

TURSA supports employers to strengthen hiring practices, connect with diverse job seekers, and create workplaces where people can succeed. Support is practical, local, and focused on real outcomes.

To learn more about how TURSA can help your business, speak with a local team member or explore available employer services.