AUTHOR
Esther Roelofs,
Managing Partner / Workplace Consultant,
WorkWire
In an age where social responsibility and employee wellbeing are increasingly central to business success, Diversity, Equity, Inclusion, and Belonging (DEIB) is no longer just a buzzword. It’s a fundamental shift in how we define great places to work.
A new research paper by WorkWire takes a deep dive into how organisations can embed DEIB into the physical workplace—moving beyond HR policy to create environments where every employee feels seen, heard, and empowered.
The study, conducted in two phases, combines strategic insights from 26 organisations with real-life experience journeys from diverse user groups including people with disabilities, neurodivergent individuals, and employees across generations. Together, these voices paint a compelling picture of where we are—and where we must go.
More than a Policy: A Cultural and Spatial Transformation
From global social movements like #MeToo and Black Lives Matter to evolving legal frameworks and ESG expectations, there’s growing pressure on organisations to take diversity seriously. But while many businesses have launched DEIB policies to address this need, only 8% have extended those principles into the design of their physical workplaces.
That’s a missed opportunity. The research reveals that inclusive design—think low-stimulus zones, adjustable lighting, ergonomic layouts, and accessible communication systems—not only promotes equality but boosts engagement, productivity, and innovation.
What Gets in the Way?
Challenges persist. Middle management often struggles to translate DEIB ideals into action. There’s also the issue of “DEIB fatigue,” where the long-term nature of culture change wears down motivation. A lack of standardised monitoring and regional disparities in accessibility add to the complexity.
Still, there is progress. Organisations are shifting from reactive compliance to intrinsic motivation. They’re recognising the value of community initiatives like Diversity Days and the power of employee-led focus groups.
Lived Experience as a Design Tool
Perhaps the most powerful insights came from those with lived experience. Parents of young children spoke of the need for quiet recovery spaces. Autistic employees described sensory overload in bustling atriums. Wheelchair users highlighted inaccessible equipment like touchscreens and high printer displays.
The takeaway? Good intentions are not enough. Inclusion must be designed with—not for—employees. By engaging users early and often, businesses can create flexible, user-centric environments where people of all backgrounds can thrive.
Enter Experience Based Working (EBW)
WorkWire advocates for a move from Activity Based Working (ABW) to Experience Based Working (EBW)—a model that places human experience at the core of workspace strategy. EBW acknowledges emotional and sensory needs, not just tasks. It empowers teams with choice and control while fostering social connection and personal wellbeing.
A Call to Action
Inclusive workspaces don’t just happen—they are built through intentional design and a deep understanding of the people who use them. As this research makes clear, embedding DEIB into your workplace strategy is both the right thing to do and a smart investment in the future of work.
📥 Want to know more?
Download the full DEIB research paper to explore detailed findings, real-world challenges, and a practical toolkit for designing inclusive workspaces.