Creating Inclusive Workplaces

In a recent episode of The Psychology of Business podcast, Dr. Brandon Griffin explored the practical aspects of access and inclusion in today’s workplaces, joined by guest Amanda Jeppesen, a scholar focusing on organizational change and inclusion. Together, they discuss how small shifts in thinking can create a more accessible and equitable work environment for everyone.

Redefining Access and Inclusion

Access and inclusion are more than just policies. Access means ensuring that everyone can participate—whether it’s entering a space, using resources, or engaging with information. Inclusion goes further, creating spaces where everyone feels they belong, has a voice, and can contribute meaningfully. As Jeppesen explains, fostering these environments isn’t just about meeting legal requirements; it’s about enhancing workplace culture and driving productivity.

The Pandemic's Role in Reshaping Workspaces

The COVID-19 pandemic forced companies to rethink their work models, making remote and hybrid work more prevalent. This shift opened doors for employees who previously faced accessibility barriers. Companies that embraced flexibility have experienced stronger engagement and employee retention, especially among those who may not have thrived in traditional office setups. The podcast discusses how organizations can leverage these lessons to create more adaptable, accessible structures.

Practical Steps for Equity and Inclusion

A significant takeaway is the idea that companies can reframe their hiring and management practices to be more inclusive. For example, by asking candidates broader questions about relevant skills rather than focusing solely on formal experience, employers can build a more diverse workforce. Furthermore, managers can evaluate output and effectiveness in ways that go beyond traditional metrics, promoting an environment that values different approaches and strengths.

Equity vs. Equality: Meeting People Where They Are

The episode also clarifies the often-misunderstood difference between equity and equality. While equality treats everyone the same, equity provides individuals with the specific support they need to succeed. In practical terms, equity might mean offering flexible work options or allowing accommodations for those with different abilities.

Moving Forward with Human-Centered Leadership

Creating an inclusive workplace doesn’t mean overhauling everything at once. Small, intentional shifts—like revisiting hiring practices and fostering open communication—can have a significant impact. As businesses continue to adapt to the post-pandemic landscape, human-centered leadership and inclusive practices will be key to building strong, innovative organizations.

*This article was written with the assistance of ChatGPT 4o based on the transcript of the interview.