Designing an inclusive workplace, one space at a time

There’s been a flurry of conversation surrounding the future of the workplace and what that will look like in the coming months and years ahead. One of the topics that emerged following the summer of 2020 is the need to infuse the workplace with inclusion and diversity.

While these events may have started the deeper conversation around inclusion and diversity, data demonstrating the positive impact of an inclusively designed workplace make clear its undeniable benefit to organizations.

Throughout my research on the matter, I’ve found that studies have shown that when employees trust that they are valued and being treated fairly, regardless of their diverse natures, they enjoy coming to work, have pride in what they do, and stay with a company longer.

When this occurs, it contributes greatly to the innovative spirit needed to serve the diverse needs of our customers and attracts and retains diverse talent who keep us relevant as business needs and markets change around the world.

In fact, according to Deloitte inclusive teams perform better by as much as 30%. An inclusive workplace could see a 56% boost in job performance, a 75% reduction in sick days and staff attrition that falls by 50%. Not to mention, the younger generation entering the workforce demands inclusion and diversity.

People want to feel like they’re seen. Like they belong. For companies sharing new ideas and concepts intended to connect your workforce, it’s not enough to only examine what your organization communicates verbally. You must ask the question: “What is my organization communicating non-verbally?” Non-verbal cues, including your office design and furnishings, can be more powerful and impactful than the verbal message you’re delivering.

What is inclusion in the workplace?

Valuing individuals and their differences while making them feel accepted is the hallmark of an inclusive workplace. Workplace diversity describes an environment made up of individuals of varying perspectives, beliefs, cultures, races, sexual orientations, socioeconomic status, gender identities and backgrounds. Inclusion is what makes everyone in that diverse mix feel like they’re treated fairly, respected, valued and involved. Inclusion empowers all your employees, hailing their unique talents and embedding them firmly in your culture.

Inclusive design enhances the usability and accessibility of products or areas by everyone regardless of physical disability, age, race or other characteristics that have led people to be excluded or marginalized in the past. Some of the main inclusive work environment benefits include:

• Access to a larger talent pool
• Increased employee engagement
• Boost in innovation and new, fresh perspectives
• Improved employee performance
• Stronger results, higher profits

When it’s done well, inclusion has a very positive impact. But there are challenges to getting it right. Inclusive work environment obstacles to overcome include:

• Aligning initiatives with your company values and organizational goals
• Tracking and measuring your efforts to make sure you’re heading in the right direction
• The need for continual feedback and checking in with employees to assess where improvements are needed
• Training every manager to build inclusive environments using active listening and employee recognition

Inclusive office design: Are you doing it?

Traditional office design has its shortcomings, including inadequate light and poor air quality — both of which can make employees sick, increasing absenteeism. Distracting noises impact stress levels and productivity. Research suggests that 32% of workers believe their workplace’s poor design has a negative effect on their wellbeing.

This underscores the power that office design has on your workforce. Inclusive office design is all about accommodating your employees, giving them choices and flexibility. The layout and aesthetic should provide inspiration and help engage workers, creating a working environment that benefits employees and the company alike.

It also calls into question just how inclusive open office design is, bringing the topic into the open versus closed office debate that’s been swirling for the past few years. But the most important factor is whether your design meets the needs of all employees. So, when you ask yourself if you’re doing it, also ask yourself if you’ve integrated the seven principles of inclusive design, which include:

• Equitable use: Design that’s useful for people with varying abilities
• Flexibility in use: Design that can be used in a variety of ways according to abilities and preferences
• Simple, intuitive use: Design that’s easy to understand no matter how much knowledge, experience, concentration levels or language skills users have
• Perceptible information: Design that communicates clearly and effectively to users no matter the user’s sensory abilities or the environmental conditions
• Tolerance for error: Design that minimizes the risks and potential hazards of accidental misuse
• Low physical effort: Design that doesn’t cause fatigue or discomfort while in use
• Size and space for approach and use: Design that’s usable no matter the body size, mobility or posture of the user

Poorly done design plans fail to address climate needs with the use of thermostats, lack adequate natural light and miss the mark on providing visual stimulation. Lacking areas that inspire or provide an environment conducive to concentration, overlooking the need for accessible facilities and failing to provide flexibility are three additional features characteristic of poor inclusive design.

Getting design right

The key to implementing inclusive office design is to create a sense of community and collaboration; teams should understand that their value is a priority. There’s a lot that goes into getting design right, including optimizing the floor plan by providing flexible environments and versatility that prioritize engagement, communication, and creativity. There should be plenty of space for wheelchair access with room to move and ramps that make it easy for everyone to navigate.

Creating intentional spaces for employees is another effective design strategy. Quiet spaces for reflection or highly focused work, meditation rooms and wellness areas can give employees spaces that don’t just meet their needs, but also provide ample opportunities for communication and collaboration.

Floor plans and layouts aren’t the only factors to consider when you’re designing an inclusive workplace. Levers instead of knobs, increased natural lighting and other workstation adjustments are also key design factors. Ergonomic seating and keyboards are a start. Standing or sit-to-stand desks and other adaptable furniture are also key elements that every good inclusive design includes.

Tonya Carter is director of Human Resources at CORT.