The Commons Social Change Library is about social change and driving social movements in Australia. From time to time they produce easy to follow resources for members and followers. The latest is a guide to diversity and inclusion. While the context is about driving social change, most of the information is applicable in any situation.
The Diversity & Inclusion: Start Here guide introduces key concepts and a raft of links to other resources. The key point is that inclusion is a social change movement and we can all do our part by including marginalised people in our ranks. That’s whether it’s the workforce, our local sporting team or our social change campaigns.
There are many more resources on this website – you don’t need to be a campaigner to benefit from them.
The Commons Social Change Library is a not for profit organisation committed to educating for community action. They collect, curate and distribute the key lessons and resources of progressive movements around Australia and across the globe.
Neurodiversity is rarely considered in the workplace. People with attention deficit hyperactivity disorder, autism, anxiety or depression can feel stressed, uncomfortable. Consequently they are less productive. Employers could be missing out by not considering neurodiversity in the workplace.
As many as one in eight people are neurodiverse according to an article in The Fifth Estate.COVID led to sterile environments. Offices removed their fabric coverings and other soft elements to make cleaning easier. But it makes spaces noisy, clinical and uninviting.
Even working from home isn’t the answer for everyone. Just because you can work from home doesn’t mean you should. Long hours in a hard chair at the kitchen table isn’t optimum.
The article discusses colour, signage, the size and shape of spaces, textiles and plants. Even games such as Foosball tables have a place.
The solutions are in design of the office, the office culture and inclusive policies. When it comes to neurodiversity we have to ask, what is neurotypical anyway? Workplace designs that consider diversity are good for everyone.
Do we deploy so-called positive stereotypes of older people as a means to combat ageism and ageist attitudes? If we say older people make more loyal and reliable employees, what does that say about younger people? But are these stereotypes valid? Philip Taylor discussed these important issues about ageism, attitudes, stereotypes and work.
Professor Taylor’s keynote presentation at UD2021 was thought provoking. It challenged almost everyone in the room to re-think their concepts about ageism and work. It seems there are more complaints related to age by younger people. He asked, is there such a thing as ageism or are there other factors that discriminate? And how does this work with concepts of equity and diversity?
Then there are the contradictions related to age: The Federal Government wanting everyone to work until age 70, yet National Seniors are proposing older people should make way for younger people and retire early.
Here’s a quote from one of the slides, “The very arguments for employing older workers put forward in business cases concerning commitment, loyalty and experience risk confirming broader societal perceptions that they are of the past and thus, less able to meet the demands of modern workplaces (Roberts, 2006).
There is a greater variation in job performance between people of the same age than between people of different ages.
What’s inclusion about? It’s about us – all of us. Policy talk about inclusion could lead us to believe we are in the Age of Inclusion. But is it happening or is it just words? Although people agree inclusion is a good thing, making it happen is another story. The public sector has got to grips with the issues and is guiding the way with the Age of Inclusion Champion’s Kit. The emphasis is on “US” in inclUSion.
The online Kit comes in sections: Learning about disability, Making the workplace accessible, and How to lead change in the workplace. The Hiring Manager’s Toolkit covers the recruitment process and helping new staff get started. There’s also a section on anti-discrimination laws that every manager should know.
The Age of Inclusion Champion’s Kit has five key elements, one of which is the role of social media:
Sharing The Age of Inclusion Campaign with your networks
Showing your support on your digital and social channels
Promoting Inclusive Recruitment and Career Pathways on social media
Promoting Inclusive Work Cultures on social media
Promote Accessible Workplaces on social media
Kit also has links to videos with and without audio description, and pro forma social media posts.
Many people spend a great deal of their week in the workplace. It is a micro community where people share experiences and develop connections. The birthday cake is one way to encourage meaningful social connections. But are all workers feeling like they belong in the office? Inclusion, empowerment and belonging are important factors for a productive workforce.
An article in Sourceable asks us to think about the physical design of offices as well as workplace practices. Linh Pham begins the discussion with her own experience of coming to Australia with her family as a refugee. She reminds us that concepts of diversity and inclusion are relatively new. But they are no longer “nice-to-have” – they are “must-have”.
New parents are discussed in terms of childcare facilities. One in five couple families with small children have both parents working full time. Thoughtful office design makes the workplace more welcoming for people with various disabilities.
Pham suggests that programs to reduce inequality are essential. But the commitment to inclusion can go beyond the office to involvement in activities such as International Women’s Day. Nicely put together drawing on all marginalised groups and statistics.
Sitting down for long periods in the workplace could be bad for your mental health. Perhaps that’s one reason working from home is popular – at least some of the time. Putting on the washing, clearing the dishes, or seeing to the dog in between workplace tasks might be the short breaks we need. We need to take mental wellness in the workplace more seriously.
Sitting for prolonged periods is just one factor discussed in an article on the Wellbeing website. There’s some evidence that breaking up excessive sitting with light activity is good for mental wellness. The average employed adult sits for more than nine hours a day. Solutions include dynamic workstations and encouraging standing during meetings. However, some strategies might be more suited to some than others. While standing can relieve back ache, standing for too long can aggravate it. So all workplace policies need to have worker input and be flexible.
Job autonomy is another factor and may improve the mental health of younger workers. Evidence from the literature shows that improvements in job autonomy can have a positive impact on anxiety and depression. They could be given the opportunity to craft how their job is done.
In the second article in the series, flexible working policies can help reduce work-home conflict. This conflict can be a major source of depression and anxiety. Flexible working policies may include working from home, flexible working hours, job sharing or a compressed working week.
Are Equity, Inclusion and recognition of Diversity the right words to use? Have they just become jargon for human resource policies and not much changes? An article in the World Economic Forum newsletter says Diversity, Equity and Inclusion have failed. Belonging, Dignity and Justice are proposed instead. The reasons are explained.
The existing diversity, equity and inclusion initiatives only expose discriminatory attitudes and do nothing to change things
These programs are still based in white dominant culture
Belonging, dignity and justice are alternative values that are about the experiences of marginalised people
Belonging is about feeling welcome, dignity is about be a person, and justice is about restoring and repairing individuals.
Although the article is by a practitioner in this space, the information in the article is useful for any organisation wanting to improve diversity and inclusion in the workplace. In essence, it is about embedding the principles in all policies and practices both inside and outside the organisation.
The Association of Consultants in Access Australia (ACAA)latest magazinehas a focus on workplaces. Office fit-outs, workstations, emergency evacuation, working from home and the virtual world are all covered. Some content includes reference to Standards and is technical in nature.
Mary-Ann Jackson and Saumya Kaushik discuss issues from the perspective of COVID-19 and working from home. Eric Martin gives technical detail on office fit-outs. Inclusive and accessible online events and meetings are covered by Art Phonsawat.
Access Insight is available to view on the issue platform or you can download a pdf version.
Travelling to work is one thing. Travelling for work is another. A recent study of Australian university staffwho travel for work revealed common difficulties. All participants reported that their disability, whether declared or not, affected their ability to undertake work-based travel. Some of their necessary compromises involved extra cost at their own expense.
There are four things that make travelling for work difficult for people with disability. They are the way the current system is designed, stigma and victimisation, self reliance and asking for help. And of course, double the effort that anyone else takes for an event-free journey. These factors also apply to the tourism sector. That’s because academics who frequently travel for work might extend their stay for a short vacation. They might take their family too.
The university travel booking service on campus often asked participants to seek additional information themselves. This was not seen as part of the service. One participant found it easier to bypass the system and do their own bookings even though they had to foot the bill. Potentially, the system isn’t smooth sailing for others either.
Another participant was told by a supervisor they couldn’t be an academic if it meant travelling overseas. Booking travel also meant revealing a previously hidden disability. This is a tricky area. Other articles have revealed the reticence to declare a disability for fear of discrimination and disbelief.
Abstract: In an ideal world, inclusive travel services would value each person, support full participation and seek to embrace the similarities, as well as the differences, to be found in society. Anecdotally at least, it seems the unspoken truth for many individuals with a disability is that efforts to engage in any form of travel are often thwarted by poor service provision, systemic bias and discrimination. Using an inductive line of inquiry, this Australian study sought to detail how staff with a disability in the higher education sector negotiated their work-related travel responsibilities. Findings revealed that many felt compromised by current systems and practices with many required to go ‘above and beyond’ that expected of their work colleagues. The results of the research project serve to inform employers about the often unvoiced challenges employees with disabilities face when meeting work-based travel expectations. The findings also contribute directly to the transformative service research agenda by offering clear insight into how the travel and hospitality industry might be more inclusive of employees travelling for work-based purposes to the benefit of all parties.
There’s an assumption that you can’t be a construction worker if you have a disability. So it’s no use recruiting them. Yet this industry has its fair share of permanently injured workers. Many access consultants also have a disability, so the assumption doesn’t hold. Yes, the construction industry can be inclusive.
At last someone has joined the dots in The Fifth Estate article, Yes, wheelchair users can work in construction. Working in construction is not all about climbing ladders and working in confined spaces, says Jonathan Fritsch. The article is about seeing the opportunities for people with disability. The construction industry employs over one million people. There are many jobs that don’t require ladders and heavy lifting. And not every role is onsite. But like most recruiting companies, they place people with disability at the bottom of the employability scale.
Employing people with disability within the industry should now be an imperative. The NDIS has brought the lack of accessible housing and public buildings to the fore. Including people with disabilities of all types seems to be a no-brainer now.
The full title of the article by Jonathan Fritsch is, Yes, wheelchair users can work in construction. Let’s see this as an opportunity.