In today’s workplace landscape, inclusivity isn’t just a nice-to-have — it’s a must. For organisations in the NDIS space, especially those supporting individuals with psychosocial disabilities, creating an inclusive workplace for mental health is key to empowering everyone to thrive. Here’s how to ensure your organisation is as welcoming and supportive as possible.
Culture First: Building Inclusion from the Ground Up
At One Good* Day, inclusivity isn’t just a policy—it’s embedded in our culture. From the way we communicate to the spaces we create, we prioritise belonging, respect, and understanding. A workplace that genuinely values mental health needs more than just strategies; it needs an environment where people feel seen, heard, and supported every day.
Lived Experience: Walking the Talk
One of the most powerful ways to foster an inclusive workplace for mental health is by employing people with lived experience. At One Good* Day, we know that real understanding comes from firsthand knowledge. That’s why so many of our team members have been through similar journeys to the people we support. This approach creates an environment of genuine empathy, allowing us to provide more meaningful and effective support. If inclusion isn’t reflected in your team, it’s tough to make it a reality in your workplace.
Leadership and Organisational Commitment
Leadership Commitment: Inclusivity starts at the top. When leaders prioritise mental health, invest in accessibility, and champion lived experience, they set the tone for the entire organisation. Clear leadership commitment makes it obvious that inclusion isn’t just a checkbox—it’s the foundation of how a workplace operates and evolves.
Disability Action Plans (DAPs): For organisations just starting this journey—or for larger workplaces looking to implement structured change—formal strategies like Disability Action Plans (DAPs) provide a roadmap. These plans help turn big-picture goals into actionable steps, ensuring inclusivity is more than just good intentions.
Employ My Ability Strategy: The Australian government’s Employ My Ability strategy is another key framework for improving employment outcomes for people with disabilities. Aligning with this initiative helps organisations contribute to systemic change while strengthening their own inclusive practices.
There’s no one-size-fits-all approach. Whether you’re starting small or rolling out a full-scale strategy, the key is to commit to making inclusion real in a way that fits your organisation. And remember, the journey never truly ends—there’s always room to grow.
Workplace Policies and Practices
Inclusive Recruitment: Traditional hiring processes can unintentionally leave people with psychosocial disabilities out. Rethinking these processes — like adjusting interview formats or offering targeted support — makes room for a wider range of talent.
Flexible Work Arrangements: Not everyone thrives on a 9-to-5 schedule. Offering hybrid work and flexible hours helps accommodate mental health needs, supporting both well-being and productivity.
Accessible Work Environment: Physical accessibility is essential, but it’s not the whole story. An inclusive workplace for mental health also considers mental well-being — from quiet workspaces to digital accessibility tools.
Reasonable Adjustments: Sometimes, small changes make a big difference. Whether it’s flexible deadlines or adjusted workloads, reasonable adjustments ensure everyone has the support they need to succeed.
Training and Education
Diversity and Inclusion Training: Inclusivity works best when everyone is on board. Training programs that cover disability etiquette, respectful language, and collaboration best practices help build a culture of understanding.
Disability Awareness Sessions: Bringing in voices from the disability community offers firsthand insights that no textbook can provide. These sessions help employees understand the real-world impact of inclusivity.
Neurodiversity Awareness Training: Understanding neurodiversity — conditions like autism, ADHD, and more — helps create a workplace where different thinking styles are valued. Specific training on this can shift perspectives and foster better teamwork.
Support Systems
Employee Resource Groups (ERGs): Having a space where employees with disabilities can connect and share experiences builds community and advocacy within the organisation. ERGs offer peer support and valuable feedback on what works — and what doesn’t.
Mentoring Programs: A good mentor can make all the difference. Pairing employees with mentors who understand the challenges of living with a psychosocial disability offers guidance and career support.
Open Door Policies: Feeling heard is powerful. Open door policies — where employees can safely voice concerns or request support — create a culture of trust and openness.
Technology and Accessibility
Inclusive Wayfinding: Getting around shouldn’t be a challenge. Accessible wayfinding tools, like apps with audio directions or wheelchair-friendly routes, ensure everyone can navigate the workplace with confidence.
Assistive Technology: Staying ahead of emerging tech helps keep workplaces accessible. From screen readers to adaptive software, the right tools make a world of difference.
Continuous Improvement
Inclusivity is a journey, not a destination. Setting and tracking performance indicators helps measure progress. Regular feedback from employees with disabilities ensures that those most affected have a voice in shaping workplace policies. Equal opportunities for career advancement keep growth on the table for everyone.
Always Growing: One Good* Day’s Commitment to Inclusion
At One Good* Day, we know that creating an inclusive workplace for mental health takes ongoing effort. We’re committed to leading the way, but we know there’s always room to grow. Whether it’s positive or constructive, we welcome your feedback. Help us keep improving by sharing your thoughts through our feedback form.