How managers can create an inclusive environment for all employees

Written by Lynsey Kitching from CAPE Coaching & Development 

A truly inclusive workplace considers diverse factors, including different personality preferences, neurodivergent employees, and broader diversity elements like cultural backgrounds and experiences.

By using tools like the DISC personality model, adopting a more open coaching style, and addressing unconscious biases, managers can foster a climate where every employee feels valued and supported.

Understanding the spectrum of differences

1 Personality preferences

Employees have diverse personality preferences that affect how they communicate, approach tasks, and collaborate.

Some may be more outgoing and thrive in group settings, while others might prefer quiet, focused work. Recognising and adapting to these differences helps in creating a balanced team environment.

2 Neurodivergent employees

Neurodiversity refers to the natural variation in brain function, including conditions such as autism, ADHD, and dyslexia.

Neurodivergent employees often have unique ways of processing information and interacting with their environment. They may face challenges in traditional work settings, but with the right support, they bring valuable strengths like creativity, attention to detail, and innovative thinking.

3 Broader diversity factors

An inclusive environment also considers broader diversity factors such as cultural background, gender identity, and physical abilities.

Managers need to be mindful of these factors and strive to create a workplace that respects and accommodates individual differences.

Strategies for managers to foster inclusivity

To effectively manage a diverse team, managers can use intentional approaches to empower individuals, drive performance and enhance wellbeing. We are sharing with you here three key approaches; the DISC model, a coaching style approach, and strategies to counteract unconscious bias.

1 Using DISC to understand personality preferences

The DISC personality model is a valuable tool that categorises behaviour into four main types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). It helps managers understand not only personality preferences but also the unique strengths that neurodivergent employees may bring. Here’s a brief overview of each category:

- Dominance (D): Task-oriented, direct, and results-driven.

- Influence (I): Enthusiastic, outgoing, and relationship-focused.

- Steadiness (S): Patient, reliable, and prefers steady routines.

- Conscientiousness (C): Detail-oriented, analytical, and quality-focused.

By understanding where each employee falls on the DISC spectrum, managers can tailor their communication and support strategies to suit individual preferences and needs. For example, a Dominant personality might appreciate direct, clear instructions, while a Steady individual may prefer a consistent, patient approach.

We use DISC with our clients rather than other personality preference tools as it is simple to understand, remember and apply. This can help individuals and teams work better together.

Practical tips:

- Adjust communication style based on DISC insights, using visual aids or written instructions for those who may benefit from them.

- Design meeting structures that accommodate different preferences, such as sharing pre-meeting information for detail-oriented employees or collaborative brainstorming time for those with high Influence traits.

2 Adopting an open coaching style approach

An open coaching style focuses on active listening, empathy, and personalised support. Instead of a one-size-fits-all approach, managers should engage in regular one-on-one conversations to understand individual needs and preferences. This style is particularly effective for supporting employees during times of change when inclusive environments are important but often feel difficult to develop and maintain.

Key strategies:

- Active Listening: Show genuine interest in employees’ concerns and preferences. This helps build trust and makes employees feel heard.

- Goal Setting and Feedback: Work collaboratively with employees to set clear goals and provide constructive feedback tailored to their strengths.

- Flexibility: Be open to adjusting work arrangements or processes based on employee input, whether it’s allowing for remote work or flexible hours.

3 Addressing unconscious bias

Unconscious bias can hinder inclusivity and affect decision-making. Managers should be proactive in identifying and mitigating these biases to ensure fair treatment for all employees, especially those who may be neurodivergent or have unique personality preferences.

Steps to take:

- Awareness training: Educate yourself and your team on common biases and their impact on workplace decisions.

- Inclusive language: Use inclusive language in all communication, being mindful of different cultural and neurodivergent perspectives.

- Fair evaluation: Use objective criteria when evaluating performance, and be aware of any personal biases that might influence your assessment.

Practical actions for creating an inclusive climate

1 Offer flexible work options

Accommodate diverse working styles by offering flexible hours, remote work options, or adjustable workloads. For example, an employee with ADHD might benefit from shorter, focused work sessions with regular breaks, while someone with sensory sensitivities may prefer a quieter workspace.

2 Promote open communication

Foster an environment where employees feel comfortable sharing their preferences and needs. This can be achieved through regular check-ins, anonymous feedback channels, and an open-door policy. Managers should actively encourage discussions about what support employees need to succeed.

3 Provide clear expectations and structure

Clarity is key for all employees. Use the DISC model to understand how each employee prefers to receive information—whether through detailed written instructions, verbal feedback, or visual aids. Consistency and predictability can help reduce stress and improve performance.

4 Celebrate individual strengths

Recognise and highlight the unique contributions of each team member. Whether it’s a neurodivergent employee’s exceptional attention to detail or an Influential personality’s ability to foster strong relationships, celebrating these strengths enhances team morale and engagement.

Conclusion: Inclusivity drives performance

Creating an inclusive environment that respects different personality preferences, supports neurodivergent employees, and embraces broader diversity is not just a moral imperative—it’s a strategic advantage. Tools like the DISC model, combined with a coaching approach and proactive bias reduction, can help managers build a workplace where everyone can thrive.

At CAPE Coaching & Development Ltd, we are dedicated to helping managers develop the skills needed to foster inclusivity and unlock the full potential of their teams. By embracing diversity in all its forms, managers can create a positive, productive work environment that benefits everyone. Visit our website to learn more.