Small changes that make work more accessible and inclusive

One of the strongest themes that arose from the discussion was that creating inclusive workplaces is not always about large-scale change or specialist adjustments. Often, the things people value most are simple, practical approaches that help everyday working feel clearer, more supportive and more accessible.

These changes can support neurodivergent colleagues, while also improving communication, wellbeing and flexibility for everyone.

Around 1 in 5 people are neurodivergent, including people with:

• ADHD
• autism
• dyslexia
• dyspraxia
• other neurodivergent experiences.

Some colleagues may have a diagnosis, while others may not. Many people spend years adapting to workplaces that were not necessarily designed with different communication, processing or working styles in mind.

What became clear during the webinar was that accessibility is often less about “special adjustments” and more about building inclusive habits into everyday ways of working.

Simple ways to improve accessibility every day

Simple changes can make a significant difference, such as:

• sharing meeting agendas in advance
• providing clear actions and deadlines after meetings
• using captions or transcripts during online meetings
• following up verbal discussions with written summaries
• allowing time to process information before expecting immediate responses
• reducing unnecessary last-minute changes where possible.

These approaches can support neurodivergent colleagues, but they also improve communication and reduce confusion for teams more broadly.

At Oxfam, we’ve started introducing some of these approaches through accessibility and wellbeing agreements, alongside wider conversations around inclusive communication and flexible working.

Tools such as Microsoft Teams transcripts and meeting notes are also helping accessibility become more embedded into everyday workflows rather than something people need to formally request.

Making accessibility part of everyday work

That cultural shift matters. When accessibility is built into how teams work as standard, it can help create environments where people feel more able to contribute fully without needing to constantly explain or justify their needs.

Importantly, inclusive working benefits far more people than we sometimes realise.

Clearer communication, flexibility and accessible ways of working can support colleagues in many ways, including:

• balancing caring responsibilities
• working across languages and time zones
• managing wellbeing
• simply processing information differently.

Flexible and accessible ways of working are often viewed only through the lens of formal workplace adjustments. But in practice, many of the changes that support neurodivergent colleagues also help teams work more effectively overall.

For example, written summaries can help colleagues working across multiple time zones, while quieter workspaces or flexible working patterns may support concentration, wellbeing and work-life balance more generally.

Inclusive communication is not just about removing barriers – it can also:

• improve collaboration
• reduce stress
• help people feel more confident contributing their ideas.

Creating an environment where people can thrive

The webinar discussion also highlighted the importance of creating workplace cultures where colleagues feel safe discussing what helps them work at their best.

Often, the people who benefit most from inclusive practices are the people least likely to ask for support directly.

Accessibility is not a finished piece of work or a single initiative. Like many organisations, we are continuing to learn, adapt and improve.

Small, thoughtful changes in how we communicate and work together can have a meaningful impact on creating a more inclusive workplace for everyone.

Tools and resources

For colleagues interested in learning more, Exceptional Individuals also offers free online ADHD and autism screening tools, alongside a “Spiky Profile” strengths-based reflection tool. This is designed to help people better understand their working preferences and support needs.

These are not diagnostic assessments, but may provide a useful starting point for self-reflection and workplace conversations.

Suzanne Douglas

Suzanne is the Senior Staff Health Advisor and works within Oxfam’s Occupational Health. She supports approaches that help create healthier, more accessible and inclusive ways of working across teams.