Foreword
In the rapidly evolving corporate world, fostering a diverse and inclusive workforce is becoming a priority for progressive businesses. To achieve this, organisations must consider how their workplaces can be designed inclusively, removing barriers for all employees and visitors. This Blog provides EDI and HR leaders with insights to start making workplaces more inclusive, particularly when planning new builds, refurbishments, or post-COVID-19 return-to-office routines.
Key Message: Inclusive design is not just a compliance measure but a strategic initiative that can enhance workplace satisfaction, productivity, and long-term cost efficiency.
What is Inclusive Design?
Inclusive design aims to eliminate barriers that create undue effort and exclusion by accommodating the needs, desires, and aspirations of every person. It fosters empathy, positivity, and productivity by ensuring that environments and products are accessible to all.
Key Learning: Despite numerous technical documents supporting physical accessibility, there is limited guidance on designing for sensory and cognitive disabilities, neurodivergent groups, and different faiths and genders. Inclusive design should be a strategic priority in creating accessible and delightful workplaces.
Importance of Inclusive Design
Designing for disability is fundamental to inclusive design. With one in five people worldwide having a disability, workplaces should consider the challenges faced by individuals with physical, cognitive, sensory, and social communication issues. Inclusive design promotes a mindset of inclusion, reduces exclusion, and adds value by accommodating diverse abilities, ages, genders, religions, languages, and cultural backgrounds.
Key Learning: The COVID-19 pandemic has underscored the need for inclusive workplaces that ensure physical and psychological safety. Inclusive design is essential for creating equitable and supportive environments for all employees.
Inclusive Workplace Design Principles
Inclusive design should address four main pillars: behaviour, culture, satisfaction, and productivity. Here are some challenges and solutions for each pillar:
- Behaviour
- Challenge: Non-binary employees may feel excluded by gender-specific facilities.
- Solution: Provide all-gender toilets, destigmatise traditional colours, design parent rooms for all genders, and create welcoming spaces for diverse ideas and beliefs.
- Culture
- Challenge: Lack of designated spaces for religious practices can affect employees’ ability to fulfill their faith obligations.
- Solution: Create washroom facilities with ablution areas, private faith rooms, kitchens accommodating dietary restrictions, and recognise cultural festivals and events.
- Satisfaction
- Challenge: Post-pandemic anxiety can impact motivation and communication.
- Solution: Reduce noise and distractions, provide quiet spaces, offer flexible desk booking, and create comfortable concentration zones.
- Productivity
- Challenge: Physical accessibility issues can hinder productivity.
- Solution: Ensure step-free entrances, accessible circulation, resting areas, improved wayfinding, and ambulant accessible toilet facilities.
Action Point: Organisations should adopt a holistic approach to inclusive design, considering the varied needs of all employees to enhance their overall experience and productivity.
Implementing Inclusive Design
- Engaging with stakeholders to understand challenges and needs.
- Identifying points of exclusion in current designs.
- Creating inclusive design strategies.
- Auditing existing buildings and shaping new building designs.
- Measuring the impact on occupants’ satisfaction, engagement, and comfort.
- Iterating and improving designs based on feedback.
Key Learning: Inclusive design is an ongoing process that requires continuous feedback and improvement to ensure spaces remain accessible and welcoming for all.
Conclusion
Businesses that embrace inclusive design will benefit from attracting and retaining top talent, encouraging staff to return to the workplace, and fostering collaboration and productivity. Investing in inclusive design from the outset ensures that workplaces are not only compliant but also supportive and welcoming for all employees and visitors.
Action Point: Begin integrating inclusive design principles in your organisation by engaging with stakeholders, understanding the diverse needs of your workforce, and implementing comprehensive design strategies that promote accessibility and equity.