Reimagining Workplace Equity

As workplaces evolve under the lens of increasing scrutiny, the way organisations approach diversity, equity and inclusion will shape not only their policies but also the future of a truly inclusive culture

CREDIT: This is an edited version of an article that originally appeared on Corporate Compliance Insights

DEI (Diversity, Equity and Inclusion) policies face growing scrutiny in the workplace, with recent backlash over issues like positive discrimination, biases and inclusion strategies prompting many organisations to reevaluate their approach to workplace equity.  The outcome of this increased scrutiny – and whether it leads to more progressive practices or a return to outdated methods – will depend on how thoughtfully and carefully organisations navigate this complex issue.

True Inclusivity

A key approach to improving workplace inclusivity is to focus on support systems and accommodations for employees with varying needs, viewing these adjustments not as exceptions but as opportunities to enhance the work culture for everyone. By ensuring that accommodations are accessible to all employees, practices become normalised, preventing anyone from feeling marginalised.

This approach is particularly valuable for neurodiverse employees, as many individuals may not have a formal medical diagnosis of their condition or may not even be aware that they are neurodiverse. Despite this, they are still protected under disability laws, which place a duty on employers to anticipate and implement accommodations proactively. Often, people without a diagnosis hesitate to ask for adjustments, believing they are not entitled to them.

By shifting the focus away from formal labels and towards creating an environment where flexibility and support are standard, employers can remove these barriers. Implementing universally accessible adjustments can help everyone, not just those with known conditions.

Organisational and Systemic Change

Employers can drive meaningful change by evaluating their current workplace culture and identifying areas for improvement. One effective way to do this is by analysing data such as the number and nature of workplace conflicts or grievances pertaining to adjustments. Understanding the root causes behind these issues can highlight opportunities to make changes that benefit everyone.

For instance, if there is consistent pushback or tension surrounding a requirement to work from the office, employers should reconsider whether this expectation is genuinely essential. Forcing employees into arrangements they find uncomfortable or impractical often leads to presenteeism and disengagement, which are counterproductive for both morale and productivity.

Rather than fearing that offering flexibility or accommodations might lead to others demanding the same or feeling it’s unfair, employers can reframe this mindset and view it as an opportunity to create a working environment that benefits everyone. Instead of treating adjustments as special exceptions or privileges, organisations can normalise a culture where flexibility and inclusivity are standard practices.