How to Know If a Workplace Is Inclusive Before You Apply

By Sarah – Melbourne Hub Manager

A workplace can say all the right things about inclusion, but you can usually tell pretty quickly whether those values are genuinely part of the culture. Before applying for a role, I encourage people to look beyond the job advertisement and pay attention to how a company presents itself, communicates, and supports its employees.

One of the clearest signs of an inclusive workplace is a genuine commitment to employee wellbeing. Organisations that openly discuss mental health support, flexibility, training opportunities, or employee assistance programs are often more focused on creating supportive environments for staff. Inclusion is about ensuring employees feel comfortable asking questions, speaking up, and contributing ideas without fear of judgement.

Leadership also plays a major role in workplace culture. Inclusive workplaces are usually led by people who value teamwork, communication, respect, and professional development.

I also believe the recruitment process says a lot about an organisation. Clear communication, professionalism, and a willingness to accommodate different needs are all strong indicators of an inclusive employer. From a management perspective, inclusion is about creating an environment where people feel valued, supported, and empowered to succeed.

By Paul – Employment Coach
A genuinely inclusive workplace is one where every individual feels respected, supported, and given equal opportunity to contribute and succeed. As an Employment Coach, I believe inclusion is not simply about meeting diversity targets, it is about creating a culture where people from all backgrounds, abilities, identities, and experiences feel valued and empowered in their role. Inclusive workplaces recognise that each employee brings unique strengths, perspectives, and lived experiences that can positively contribute to the success of the organisation.

There are several signs that demonstrate whether a workplace is truly inclusive. One of the strongest factors is open and respectful communication across all levels of the organisation. Employees feel safe to express ideas, ask questions, and raise concerns without fear of judgment or exclusion. Inclusive workplaces also demonstrate fairness in, training, promotions, and leadership opportunities, ensuring decisions are based on capability and potential.

Another important sign is accessibility and flexibility. Employers who actively accommodate individual needs, whether through flexible work arrangements, accessible environments, show a genuine commitment to inclusion. Strong leadership also plays a key role. Inclusive leaders lead by example, encourage collaboration, and bring a sense of belonging within their teams.

Workplaces that value inclusion often have high employee engagement, lower staff turnover, and stronger team culture because people feel seen, heard, and appreciated. Inclusion is reflected not only in policies, but in everyday behaviours and attitudes. In my experience, organisations that prioritise inclusion create environments where employees can thrive personally and professionally, while also strengthening innovation and long-term business success.

By Miranda – Employment Coach

From my experience and conversations within the Deaf community, one clear sign of an inclusive workplace is whether they currently have, or previously had, a Deaf employee who uses Auslan. In these workplaces, Deaf employees often do not need to spend as much time explaining their communication needs, which can otherwise become emotional labour and mentally exhausting. Workplaces with prior experience supporting Deaf staff are usually more understanding and prepared to make adjustments. I have sometimes advised my customers that a company already employs Deaf staff, and I can immediately see a sense of relief. They often become more confident and willing to apply for the role because they feel the environment may already be safe and accessible for them.

The application and onboarding process can also greatly impact a Deaf person’s experience. Large government organisations and larger companies often ask these questions during the application stage, which can help put applicants’ minds at ease and show that accessibility is being considered seriously. Positive attitudes from employers and coworkers, along with a willingness to adjust communication methods, are what truly make a workplace feel safe and supportive for Deaf employees and can strongly influence career growth and wellbeing.

By Danielle – Employment Coach

You can often tell whether a workplace is inclusive by the wording in its job advertisement. Terms such as valued, respected, identity, collaboration, and accessibility can signal a genuine commitment to inclusion. Some organisations, such as not-for-profits and community sector employers, may also be known for inclusive practices because of their focus on supporting people. Another strong sign is how an employer responds when an Employment Coach makes contact about a customer. If they are enthusiastic about hiring someone who is hard of hearing or deaf, asks thoughtful questions about available supports, recognises the benefits of employing people with different needs, and want to broaden their inclusive workforce, it shows real intent.

In my experience, inclusive workplaces bring together people from a wide range of backgrounds and life experiences to support one another and work toward common goals. Many organisations promote diversity by employing people with different abilities, cultures, and perspectives, while also embedding inclusive practices in everyday work. Staff often build their communication skills and deepen their understanding of others’ needs, which strengthens connection and teamwork. This creates a positive workplace culture where employees feel valued, enjoy coming to work, collaborate effectively, and are encouraged to do their best for both colleagues and customers.

By Craig – Employment Coach

You can often tell whether a workplace is inclusive before you even apply.  A good sign is when the job ad talks about flexibility, accessibility or supporting different people and backgrounds. It shows the workplace has actually thought about inclusion, not just written it on a poster.

Another sign, how they communicate during the application process or interview. For example, when an application asks whether you have a disability or if there are adjustments they can provide during recruitment, it shows the employer is thinking about accessibility and making people feel supported from the beginning. Inclusive workplaces are usually respectful, approachable and willing to listen. They focus more on your skills and strengths rather than what you might struggle with.

Small things matter too. Staff being supportive and friendly, clear communication and the team seeming comfortable asking questions can say a lot about a workplace culture.

For somebody who is profoundly deaf and works in employment services, I know how important it is to feel included and supported at work. I have previously worked many years working within large organisations where communication adjustments or accessibility request were sometimes seen as too difficult or inconvenient, and I know firsthand how isolating and frustrating that can feel. Experiences like that are why I believe genuine inclusion and understanding in the workplace matters so much.

By Vanessa – Employment Coach

An inclusive workplace is usually an organisation that not only states but demonstrates that they are actively providing support and flexibility to their employees. Ensuring that their employees wellbeing is a priority and acknowledging that the type of support can look different for each person. Often these kinds of workplaces will include in their advertisement and application process that if there are adjustments required for the recruitment process, there is a space or contact where this can be included.

The most vital action is seen during the interview process. If there are adjustments required, the employer has ensured these have been followed or potentially worked around any other arrangements that were required to be made, such as Auslan interpreter availability. Also, communication is huge part of the process and sets up later how communication will be in future should the participant interviewing be successful. If an employer is asking directly what supports they can provide, preferred communication methods in different situations, or querying other assistive technology that may be use, this is a great sign and what we aim to find for our participants.

Our goal is to support you in finding this type of workplace environment so that going to work is a positive experience where you feel included and supported every day.

To get in touch or learn more please contact info@signforwork.com.au