What does inclusive employment look like? Signs and traits to look for

If you’re living with a disability, injury, or health condition, and looking for a new job, it's important to find inclusive employment in a welcoming workplace.

Entering a role that isn’t inclusive of every type of person can severely impact a person's mental health.

When you are looking for a job, you should ensure that you keep company culture at the top of your priority list.

Sometimes it can be hard to figure out if a potential workplace has the right qualities for you, which can result in low job satisfaction.

In this blog, we’ve created a list of some of the signs and traits you should consider when looking for inclusive employment:

1. Employees have a voice

Inclusive employment values the opinions of employees and welcomes feedback and diverse perspectives.

Companies that encourage open communication, including regular team meetings and anonymous surveys, demonstrate that they truly value what you have to say.

When employees get the chance to share ideas and concerns, it leads to innovation and a more engaged team. This makes employees feel included and can increase productivity and commitment.

When looking for your next role, try to look for employers who actively ask for and act on feedback, as this is a strong indicator of an inclusive workplace.

If you’re unsure whether a workplace asks for feedback regularly, feel free to ask them directly in your interview.

2. Employers provide learning and professional development opportunities

In any workplace, there is always more to learn. When a company provides opportunities for learning and professional development, it shows that they recognise every employee has the potential to grow and excel.

Learning opportunities can include workshops, online courses, training programs, and mentorship opportunities. These types of resources can help you advance your skills and career progression.

When companies openly invest in your professional development, it's a sign that they want you to grow and progress with the company.

When evaluating potential employers, ask about their policies regarding learning in the role and how they support their employee's ongoing professional development.

3. They value transparency

Transparency is a critical part of creating inclusive employment. Companies that value transparency keep their employees informed about company policies, structures, decisions, and goals.

Staying open with employees builds trust and can foster a sense of belonging for the team.

Things like open-door policies where staff are always welcome to speak to the management team, regular updates from leadership, and open communication can be signs of a transparent workplace.

When employees can understand the bigger picture, it can increase job satisfaction and make staff feel comfortable at the company.

4. They embrace change and innovation

Workplaces that embrace change and innovation generally take this value from their team, inviting ideas and thoughts from the wider company.

Leadership teams that welcome new ideas and embrace adaptability are often the most successful.

When leadership teams take a step out of their comfort zone and make bigger changes for the good of the company, it shows that they have the teams' wellbeing at the forefront of their mind.

When you are exploring job opportunities, look for employers who encourage and support creative thinking and innovation from their team.

5. Employers foster a supportive and collaborative work environment

Inclusive employment should encourage employees to ask for help when they need it.

If employees are afraid to ask for help because they fear judgment from their team or supervisors, it can lead to poor results and worse job satisfaction.

Having open communication channels and a collaborative environment can encourage employees to ask more questions and in turn, do better at their jobs.

When you are on your job search, look for companies that normalise seeking help and create a supportive atmosphere.

If you’re not sure how to figure out whether a potential employer encourages their staff to reach out for help, simply ask them in your interview, 'What is your perspective on team members asking for help when they need it?'.

6. They value inclusivity and equality

Truly inclusive employment will openly value it, and ensure equal opportunities for all staff. This will be reflected in their policies and everyday behaviours.

If you are living with a disability, injury or health condition, this is especially important to look out for.

Whether you need workplace accommodation or just an extra layer of support, a company that goes above and beyond to make the workplace accessible is a positive sign.

You can find companies that are committed to inclusive behaviours by doing your own research, or also with the help of organisations that provide support like APM and the Disability Employment Services program.

Are you ready to find a great inclusive employment?

If you’re ready to start looking for your next opportunity, speak to us.

Here at APM, we help eligible people living with a disability, injury or health condition find and keep meaningful work.

One of the factors we consider when finding opportunities for our job seekers is the company's commitment to inclusivity and equality.

We can connect you with opportunities that align with your career goals and accommodate your personal needs. We will keep supporting you once you’ve started in a new role, ensuring you are comfortable and satisfied with your new job.

If you’re ready to start exploring your career options, get in touch with our friendly team or register online.

About this article

APM supports people with disability, injury, or a health condition through various programs and services across its businesses, including Disability Employment Services in Australia.

The information contained in this article is for educational and informational purposes only and is not intended as health or medical advice. Always consult a physician or other qualified health provider regarding any questions you may have about a medical condition or health objectives.

When discussing disability, APM’s copy style is to use person-first language and the social model of disability in the first instance. Some articles may use identity-first language or refer to the medical model of disability for clarity or to better suit a specific audience.

If you have any questions or feedback about the content of this article, visit our Feedback page to get in touch or email support@apm.net.au