Inclusion by Design
I first encountered the concept of "Inclusion by Design" about five years ago while working as a self-employed joiner. I had been tasked with building several spaces where the brief was simple...disabled access had to be harmonious with the overall project design. Like most in the trade, I turned to research and discovered a principle that, surprisingly, is rarely discussed.
From a construction and design perspective, "Inclusive by Design" is about creating spaces that allow everyone to participate fully, safely, and confidently—without the need for separation or exclusion. When planning a build, I would pause and ask: Can everyone participate fully? Is this safe? Does this decision create separation?
I believe this principle is a powerful framework that should be applied to management, policy development, and decision-making at every level. We must ask the same questions of our organisations: Does this management style exclude rather than include? Does this policy create unnecessary barriers & separation?
Why We Need a Radical Shift
The case for change is urgent. Recent ONS data indicates that 82.7% of working-age adults are employed in the UK, yet that figure drops to just 53.7% [1] for disabled people. Even more alarming, research from Autistica shows that the autistic employment rate stands at only 28% [2].
Charities are right to call this an employment crisis. But what is the solution?
Often, the focus turns to lower-level management training. As an autistic person, I agree that these managers are the primary "guardians" of reasonable adjustments, and employment success often hinges on their capability. However, the solution must go deeper. We need a fundamental shift that permeates every layer of the management chain.
Adopting "Inclusion by Design"
We need to adopt that overlooked construction principle: Inclusion by Design!
Exclusion in the workplace is often subtle; it is rarely malicious or intentional. It is frequently the result of systems designed for the "average" user, which inherently leave others behind.
To build workplaces that work for everyone, leaders must weave the principles of inclusion into the very architecture of their strategy:
Audit existing rules to ensure they don't inadvertently exclude neurodivergent or disabled staff.
Before implementing a new system, evaluate its impact on accessibility and equity.
Foster an environment where "different" is not equated with "deficient."
Companies and leaders, I urge you to be the pioneers. By embedding "Inclusion by Design" into every level of your organisation, you can dismantle the barriers that currently exist and create a professional landscape where everyone has the opportunity to thrive.
INCLUSION BY DESIGN!!
[1] https://commonslibrary.parliament.uk/research-briefings/cbp-7540/
[2] https://www.autistica.org.uk/news/autistic-people-highest-unemployment-rate
Written by John Hugill
January 2024