Build accessible, inclusive and diverse workplaces

Allies demonstrate that they value colleagues with diverse experiences by actively promoting workplace equality and inclusion.

Listen

• When colleagues share their experiences, believe them, don’t judge them—acknowledge the impact their experience has had on them.
• Encourage colleagues to express their concerns, frustrations or needs.
• If you’re concerned about a colleague, talk to them. You can connect them with an Employee Assistance Service and encourage them to speak with their manager.

Learn more

• Find out more about the lived experiences of people in under-represented groups.
• Learn about bias and how you can be more aware of it. This is especially important in the decision-making process. Identify how you treat other people. Both conscious and unconscious bias continues to have significant impacts on people from under-represented groups.
• Look for information that helps you understand the history, issues and ongoing challenges faced by people in under-represented groups.

Say something and do something

If you notice something isn't right, act either in the moment or when you feel more comfortable. In a respectful, non-confrontational way you can say:

• Do you really think that’s true?
• What do you mean by that?
• I think we can change that – don’t you?
• That language isn’t very inclusive.
• I’m not comfortable with this conversation.

Notice and ask

• Try to create space for those who aren’t represented, don’t get a chance, or don’t readily speak up, so they can have their voices heard.
• Ask why there is an absence of diversity on a recruitment panel or at a speaking event, and actively contribute by recommending it.

Walk the talk – be a role model

• Promote respectful relationships, and practice positive attitudes and behaviours.
• Hold people accountable. If you see something that isn’t right, speak up.
• Participate in activities, events and celebrations. Encourage your colleagues to join or lead one, too.

Be a sponsor

• Talk about the expertise you see in colleagues from under-represented groups. Recommend them for stretch projects or other development opportunities.
• Mentor people from diverse or under-represented groups and connect them to your network for opportunities.
• Invite members of under-represented groups to present at staff meetings, write for newsletters, attend high level meetings or take on other visible roles.
• Challenge your colleagues, including senior leaders, to include people from all groups in a variety of opportunities.

More information

Learn more about biases

• The Harvard Implicit Association Test can help you gain greater awareness about your biases, preferences and beliefs.
• Watch Google’s Unconscious bias @ work recorded training video to learn how unconscious biases are created and reinforced by our environments and experiences.

Read more about being a workplace ally

• Griffith University MATE program
• What is an ally? 7 ways to be one at work
• Allyship – they key to unlocking the power of diversity
• What does it mean to be an “Ally” at work?
• How to be an ally in the workplace
• Six tips for being a good workplace ally.

Using inclusive language that acknowledges and reflects a diverse workforce ensures everyone is included and respected. This is not only a fundamental responsibility for all public sector employees, but also a crucial step in forming stronger relationships with colleagues, stakeholders, and community members.

Ask, don’t assume

Avoid making assumptions about the experiences of others—or how they choose to self-identity—which can cause miscommunication and lead them to feel excluded and disrespected.

Instead, give them the opportunity to share their information and preferences, and respect if they’re not comfortable doing so. Be considerate of the setting and your approach, as questioning someone’s terms or challenging the legitimacy of their identity can be offensive. Then respectfully incorporate their terms and language when talking to or about them.

Stick to what’s relevant

Only bring up an individual’s age, cultural background, or gender for example, if it is genuinely relevant to the conversation.

Educate yourself

Inclusion is driven by an awareness of the important issues affecting a diverse range of people and remaining mindful of the diversity within and between groups. Stay updated on new language by doing your own research rather than asking people to educate you. While you don’t need to get it right first time, the willingness to understand the significance of respectful and appropriate language is invaluable. Be open to feedback and persist in your efforts to improve.

Take a strengths-based approach

Ensure you focus on your colleagues' strengths, not their limitations. Avoid language and expressions that criticise, belittle, or make people feel invisible.

Inclusive greetings

Use inclusive greetings to ensure everyone feels welcome. Saying 'Welcome, everyone' is more inclusive than ‘Ladies’ and ‘Gentlemen’, which can exclude those who don’t identify strictly as male or female, such as non-binary or transgender people. Making small adjustments to gendered language and phrasing can have a significant positive impact.

Watch out for jargon

As public servants, it is critical we use plain English in written communications. Avoid using too many acronyms or legal jargon when communicating with employees and the community. This can be difficult to understand and could exclude some individuals.

Address mistakes

Mistakes happen. Apologising and addressing mistakes is vital for productive and harmonious relationships in the workplace and community.

The diversity in the Queensland Government workforce continues to increase. To ensure everyone can take part, it’s important that all events—including workshops, meetings, and training sessions—are inclusive.

Choose accessible and inclusive venues

• Choose venues that have facilities for all abilities and genders.
• Online meeting software must be easy to use and compatible with hearing and vision technology.
• Select caterers and event companies that demonstrate social responsibility and reflect your inclusion goals.

Create an accessible and inclusive experience

• Build content, speaker panels and activities that are inclusive and have diverse representation and lived experiences.
• Take a proactive approach by designing technology with people’s skill levels in mind or make time in the session to teach them how to use it.
• Stay flexible. Test your approach and tools and have a plan for making on the spot adjustments if needed.
• Respect people’s time by avoiding lengthy pre-reading requirements.

Provide support

Have support available during the event to supply additional assistance to you and to participants who may need it.

Create accessible and inclusive content

• Consider the length of your online events as they can be exhausting and difficult to keep engagement levels high. Afternoon sessions can be a difficult time for engagement due to energy levels.
• Cater for different communication styles by using written and verbal instructions for activities. Participants are then able to refer back to instructions.
• Keep it simple and user-friendly. Design something that even a person with primary school education can easily participate in.
• Allow everyone time to process questions and write down their thoughts before sharing with the larger group.

Adjust your sessions

• Divide the session into smaller, more focused parts to keep people engaged. Short bursts of 3 - 5 minutes can help maintain attention.
• Include breaks in the agenda, as most people struggle to focus for longer than 45 minutes. Even a 5 minute tea or stretch break can help.

More information

Communications

• Making communications and campaigns accessible (PDF, 158.6 KB)
• Accessibility printing checklist (PDF, 143.7 KB)

Online content

See WebAIM’s colour contrast checker to ensure the colours you use in your web communications are accessible.

Video

See Media Access Australia’s How to caption a YouTube video page for help captioning your YouTube videos.

Use Vision Australia’s alternate format production to create alternative formats (e.g. audio version) for your content.

Training

• Online training accessibility checklist (PDF, 148 KB)
• Face to face training accessibility checklist (PDF, 147.9 KB)

To build a diverse team, ensure your recruitment practices are inclusive, accessible, and attractive to people from diverse backgrounds.

Find out how to recruit for diversity.