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Inclusive Practices

This page is designed to support employers on their journey to building a truly diverse workforce by offering practical insights, resources, and guidance on inclusive practices.

Inclusive practices benefit everyone — not just those with a formal diagnosis.

In the UK, it’s estimated that 1 in 7 people are neurodivergent, and many remain undiagnosed or unaware of their additional needs. By embedding inclusive practices across your workplace, you not only support individuals with known challenges but also create an environment where everyone can thrive — including those who may never disclose a need or even realise they have one.

Inclusive strategies don’t just support neurodivergence or disability — they also benefit employees who are learning English, experiencing anxiety, adjusting to new roles, or managing life changes. Small adjustments can have a big impact, and by designing your workplace with inclusion in mind, you not only attract diverse talent but also empower and retain your existing team.

 

A wonderful toolkit has been designed by Ambitious about Autism to support employers who are recruiting diverse talent.

"We want autistic young people to have better access to ork experience and paid employment and these resources provide employers will the tools to make their workplace more inclusive." - Ambitious About Autism

The toolkit can be used by the employer themselves, or in collaboration with an autistic young person and a post-16 careers and employability professional.

The resources and editable templates support employers to review their recruitment practices and identify appropriate workplace adjustments so that autistic young people can access, participate and succeed in their role. 

You can download the toolkit here: Toolkit for employers download | Ambitious about Autism

Workplace Adjustments

 

 

 

Workplace adjustments (also known as reasonable adjustments) are changes or modifications made to a job role, work environment, or usual ways of working to ensure that a person with a disability or additional need can perform their job effectively and comfortably. These adjustments are tailored to the individual and are designed to remove or reduce barriers that may prevent them from thriving at work.

Adjustments can be simple and low-cost—for example, changing work hours, offering assistive technology, or providing instructions in different formats. In many cases, a job coach can support the process by helping identify practical adjustments and working with both the employee and employer to ensure they are implemented effectively.

These changes not only support inclusion—they also help unlock talent and improve staff wellbeing and retention.

Workplace adjustments must be individualised for each person and they must be understood, respected and embedded by employers within all workplaces. 

Workplace adjustment examples

We have a wonderful team of job coaches and staff members who are passionate about supporting businesses to become more disability-confident, and would be happy to help you achieve this.

Adjustments to Working Hours or Patterns

  • Flexible start or finish times - Taking into consideration travel arrangements, or peak times.

  • Part-time hours or job sharing

  • Extra breaks or rest periods

  • Phased return to work after illness or an unexpected experience

Adjustments to the Work Environment

  • Providing a quiet workspace or noise-cancelling headphones

  • Adjusting lighting or seating arrangements

  • Provide a desk shade or working pods

  • Clear and consistent desk layout for neurodiverse individuals

  • Allowing remote or hybrid working

Support with communication

  • Providing instructions in written and verbal formats with advance notice

  • Using plain language or visual aids

  • Implement easy read guides

  • Allowing more processing time in meetings

  • Using communication support like a job coach or mentor

  • Explore preferred communication styles - face to face, email, telephone

Assistive Technology & Equipment

  • Screen readers or voice-to-text software

  • Ergonomic keyboards or chairs

  • Visual timers or planners

  • Captioning for video calls

Training and Support

  • Disability awareness training for staff, and leadership teams

  • Buddying or mentoring systems

  • Coaching support to build confidence

  • Regular check-ins to review needs

Workplace adjustments don’t have to come with a cost
Many inclusive changes can be made at little to no cost, such as flexible working hours, clearer communication styles, or small changes to the work environment.

However, when adjustments do require financial support — such as specialist equipment, assistive technology, or job coaching — government funding is available through the UK’s Access to Work scheme. This programme can help cover the cost of implementing adjustments, making it easier for employers to create inclusive, supportive workplaces without bearing the financial burden alone.

If you’d like help exploring what support may be available or how to apply, we’re here to guide you through the process.

Workplace Champions

A workplace champion is an enthusiastic and committed employee who takes on the role of promoting a specific initiative or value within the workplace. This might include:

  • Supporting accessibility and inclusion for employees with additional needs.
  • Advocating for mental health and well-being.
  • Leading efforts to promote diversity and equity across the organisation

Developing workplace champions is a powerful way to foster inclusivity, create a supportive environment, and drive positive change within your organisation. Champions are employees who advocate for initiatives such as accessibility, diversity, or well-being. They act as role models, promoting understanding and encouraging others to get involved.

 

We would be delighted to be able to support our employer partners by successfully developing and sourcing inclusive workplace champions within your organisation. Please do get in touch if you would like to discuss this further.

 

 

By developing workplace champions, you can create a workplace where inclusion and support are woven into the fabric of your organisation, benefiting both employees and the business as a whole.

Benefits of Workplace Champions

  1. Enhanced Awareness: Champions help raise awareness about important issues, ensuring that initiatives remain visible and impactful.
  2. Improved Employee Engagement: Employees are more likely to engage with programs and initiatives when they see their peers leading the way.
  3. Stronger Workplace Culture: Champions foster a culture of support, respect, and collaboration.
  4. Leadership Development: Serving as a champion allows employees to develop leadership, communication, and problem-solving skills.
  5. Improved Retention and Recruitment: Organisations that promote inclusivity and champion diversity often attract and retain top talent.
  6. Increased Productivity: Employees feel valued and supported, which can lead to better job satisfaction and performance.

How to develop workplace champions

  1. Identify Passionate Individuals: Look for employees who are enthusiastic, empathetic, and motivated to make a difference.
  2. Provide Training: Equip champions with the knowledge and skills they need to succeed in their role, such as communication strategies or knowledge of assistive technologies.
  3. Offer Resources: Give champions access to tools, materials, and support networks to help them advocate effectively.
  4. Recognise and Reward Efforts: Acknowledge the contributions of champions through awards, recognition programs, or public praise.
  5. Foster Collaboration: Encourage champions to work together, sharing ideas and best practices.
  6. Empower Decision-Making: Allow champions to have a voice in shaping workplace policies and initiatives.

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