Workplace barriers arise when the environment doesn’t feel inclusive. Poor communication, broken processes and a lack of trust all contribute to an “us vs them” mentality which can be hard to break. But while an inclusive workplace won’t happen overnight, there are simple steps you can take today to demonstrate to employees that you understand the value of inclusivity.

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    • Action plan

    Creating an inclusive work environment

    High effort

    High impact

    Workplace barriers arise when the environment doesn’t feel inclusive. Poor communication, broken processes and a lack of trust all contribute to an “us vs them” mentality which can be hard to break. But while an inclusive workplace won’t happen overnight, there are simple steps you can take today to demonstrate to employees that you understand the value of inclusivity.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline
    What's involved? Ways to use this action plan Measuring impact
    1

    Recognise that listening to employees is important, whether it’s figuring out when something is wrong, collecting feedback or seeking their advice

    Impact: medium

    Why will this help?

    Change starts with your mindset, so spend time thinking about how listening to employees could improve things before you take action.

    Building your mindset to trust your team

    Business leaders need to be able to delegate with confidence, which means it’s essential that they can trust their team. If you can develop that mindset, you’ll be able to work more effectively and empower the people around you.
    2

    Share a survey with employees to get feedback on workplace barriers, offering an incentive to highlight its importance and increase the response rate

    Impact: high

    Why will this help?

    Asking employees for feedback opens up a channel of communication. A survey is a useful tool because it’s easier to be honest in written responses, particularly if it’s anonymous, rather than face to face.

    Developing an employee feedback survey

    Employee feedback surveys can be used to measure engagement or assess processes like onboarding or career development.
    3

    Once you’ve collected survey responses, hold a meeting with employees to run through important points that have been raised and explain how you’ll address them

    Impact: high

    Why will this help?

    Your staff have spent time sharing their thoughts, so make sure it isn’t wasted. Demonstrate that you’re listening to what they have to say and are prepared to take action.

    4

    Review relevant business processes and the way people communicate to determine where improvements can be made

    Impact: medium

    Why will this help?

    A broken communication stream between employees and management is often the culprit when an “us vs them” sentiment starts to build.

    Conducting a business health check

    A business health check is a simple way to evaluate the strength of critical elements like cash flow, systems and staff performance.

    Resolving internal communication problems brings business benefits

    Good communication is critical. Reboot Online shares how it made sure junior team members had the support they needed.
    5

    Start making changes, regularly asking for feedback and listening to employees to help create an inclusive work environment

    Impact: high

    Why will this help?

    Regular employee feedback will ensure that barriers within your control are recognised, managed and dealt with effectively.

    Creating a more inclusive work environment

    Consistently reviewing your work environment, communication and processes is a good way to overcome barriers and create a more inclusive workplace.

    Incorporating feedback into your business planning

    Feedback from customers, employees or peers can lead to positive changes and new ideas. Use our checklist to get started.

    What can I do with this Action Plan?

    Start this Action Plan

    Add some extra information to this plan and we’ll help you get it done.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline

    Download and print

    Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

    Get the printable Action Plan

    Learning Groups

    We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

    Find a Learning Group

    How will I know if my action plan is working?

    Staff satisfaction survey results

    Staff satisfaction surveys help gauge sentiment at regular intervals

    Why this metric?

    Whether gathered anonymously or not, staff satisfaction surveys help gauge the sentiment of your people as changes are made and impacts felt.

    How do I start tracking?

    Use an online survey to get feedback from members of staff three and six months after making changes to see what impact it has had.