DEIB in the Workplace: How Inclusion Causes Belonging

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Too often, design decisions are made from a top-down perspective, assuming a universal “ideal colleague” who rarely exists. What senior management needs from a workplace may not reflect the needs of the wider organisation. True inclusion requires a shift: from designing for our colleagues to designing with them.

So, how do we embed inclusion into our projects to achieve the objective of creating a genuine sense of belonging within a new workplace? 

When physical space is designed to accommodate and celebrate a wide range of identities and working styles, colleagues are more likely to feel a strong connection to the organisation. This sense of belonging can be a powerful antidote to resistance and encourages people to want to attend the office. 

Engaging for Impact: Your Blueprint for Inclusive Design 

We embed inclusion by actively seeking out voices that are often unheard in traditional feedback loops: 

1. Broaden your stakeholder net 

   Engagement shouldn’t stop at department heads. Include representatives from all levels, diverse cultural backgrounds, different generations and those with varying neurodivergent or physical needs. This helps build a clearer understanding of different ways of working across the organisation. 

2. Tap into Employee Resource Groups (ERGs) 

   ERGs such as LGBTQ+ alliances, disability advocacy networks and working parents’ groups are invaluable. They represent specific lived experiences and can offer nuanced insights into how physical spaces affect their members. Don’t just inform them; involve them through workshops, focus groups and design reviews. 

3. Think beyond the visible 

   Consider acoustics, lighting, quiet zones for deep work and accessible technology. Combining clear office etiquette with a range of settings allows people to choose environments that best support how they work. 

4. Pilot and learn 

   Test prospective design elements in pilot spaces, gather feedback and iterate based on real-world experience. 

5. Educate and communicate

   Explain why certain design decisions have been made. This reinforces the organisation’s commitment to inclusion and helps build empathy and understanding across teams. 

By proactively engaging a diverse range of colleagues, we enable workplace and change strategies that truly reflect the needs of the organisation. This isn’t about ticking a box. It’s about creating dynamic, supportive and effective environments where people feel they belong. 

Workplace strategies that support everyone’s purpose isn’t just good for colleagues, it’s ultimately good for the organisation too.