Understanding inclusion in your organisation

Use our inclusion health checker tool to help you build an inclusive workplace

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How to use the inclusion health checker tool

Select from the options below to reveal the information most relevant to your situation. You’ll then receive tailored recommendations outlining the actions you can take to improve inclusion in your organisation. To find out more about the evidence for understanding and measuring inclusion, read our report, Building inclusive workplaces. For resources specific to age, disability, race, religion, belief, sex, sexual orientation, gender identity and gender reassignment in the workplace, visit our main diversity and inclusion topic page.

1. Employees in my organisation understand their role in building an inclusive workplace.

All employees should treat their colleagues with fairness and respect, and nurture positive relationships with a diverse range of colleagues.

2. Employees in my organisation feel safe to call out and challenge exclusionary behaviour.

Inclusive organisations actively seek to take on board a diverse range of views and give employees a channel to voice concerns, including calling out exclusionary behaviour.

3. Managers in my organisation support individual team members and make reasonable workplace adjustments where needed.

Managers play a key role in providing an inclusive experience at work by supporting employees to develop and contribute.

4. Employees feel like they get fair opportunities to contribute and develop in the organisation.

Inclusive organisations ensure that all employees can develop and contribute to their organisation, regardless of their identity, background or circumstance.

5. My organisational policies make adequate provisions to guide a wide range of inclusion issues.

For example, does your organisation use considered, deliberate language in framing policies and communications with inclusivity in mind? Do you have targeted policies and practices to support specific groups or needs?

6. Senior leaders vocally and actively role-model inclusive behaviour and sponsor the D&I agenda.

Senior leaders’ support for inclusion sends an important signal that the organisation values inclusion.

7. My organisation takes a holistic approach to inclusion, embedding it into organisational values, people management practices and employee behaviours.

Inclusion is more than a compliance exercise. By role-modelling the right behaviours, providing platforms for employees to voice concerns and adopting the other recommendations outlined here, organisations can demonstrate the real value they place on inclusion and build a culture that’s truly inclusive.

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