13. Diversity and Inclusion - Create a Fair and Equitable Workplace

Practical steps to foster diversity and eliminate bias.

Imagine this -  You’re reviewing your team and realise that most employees come from similar backgrounds, have similar experiences, and approach problems in the same way. When brainstorming new ideas, the same voices dominate, and creativity seems stagnant.

Meanwhile, you notice younger job seekers asking about diversity policies during interviews. Some potential hires decline offers, citing a lack of inclusivity. Your customers—who are increasingly diverse—are also looking for businesses that reflect their values.

In New Zealand, workplaces are becoming more diverse than ever, yet many SMEs still struggle to create truly inclusive environments. Without diversity and inclusion, businesses risk -

• Limited creativity and innovation – Teams with similar perspectives often miss out on fresh ideas.

• Difficulty attracting top talent – Job seekers today look for inclusive and diverse workplaces.

• Reduced employee engagement – Employees who feel excluded are less likely to contribute their best work.

Diversity isn’t just about hiring people from different backgrounds—it’s about creating an inclusive environment where all employees feel valued, respected, and able to thrive.

The Solution – Building a Workplace Where Everyone Belongs

Diversity and inclusion (D&I) isn’t just a box to tick—it’s a business advantage. SMEs that embrace diversity gain access to wider talent pools, better problem-solving abilities, and stronger customer connections.

Here’s how small businesses in NZ can create a more inclusive workplace -

1. Understand the Difference Between Diversity and Inclusion

Many businesses focus on diversity (hiring employees from different backgrounds) but neglect inclusion (making sure everyone feels valued and supported).

• Diversity is about representation—ensuring a mix of gender, ethnicity, age, abilities, and perspectives.

• Inclusion is about creating a culture where diverse employees feel respected, heard, and able to contribute fully.

Both are necessary for a truly equitable workplace.

2. Recruit and Hire Inclusively

Many SMEs unintentionally limit their talent pool by recruiting from the same networks or writing job descriptions that appeal to a narrow group of candidates. To attract diverse talent -

• Use inclusive language in job ads (avoid gendered terms like “rockstar” or “dominant leader”).

• Advertise in diverse spaces, such as community groups, Māori and Pasifika job boards, or disability employment networks.

• Implement blind hiring practices, where names and personal details are removed from CVs to reduce unconscious bias.

Hiring for diversity rather than just cultural fit helps SMEs tap into new perspectives and skills.

3. Foster an Inclusive Workplace Culture

Creating an inclusive workplace means actively making employees feel welcome, heard, and supported. Practical steps include -

• Encouraging open conversations about inclusion – Regular discussions on workplace culture can help address unconscious biases.

• Recognising and celebrating diversity – Acknowledge different cultural holidays, traditions, and perspectives.

• Providing flexible work arrangements – Supporting working parents, disabled employees, or neurodiverse team members helps create equity.

Inclusion isn’t about treating everyone the same—it’s about ensuring everyone has the support they need to succeed.

4. Train Leaders and Employees on Unconscious Bias

Even well-meaning business owners and managers can carry unconscious biases that affect decision-making. To address this -

• Offer bias-awareness training to help employees and leaders identify and challenge their own assumptions.

• Encourage inclusive leadership – Managers should actively seek diverse input in decision-making.

• Establish clear anti-discrimination policies to prevent bias in hiring, promotions, and daily interactions.

Awareness is the first step toward more equitable workplace practices.

5. Listen to Your Employees and Adapt

Diversity and inclusion efforts should be ongoing and evolving. SMEs can improve by -

• Conducting employee surveys to assess workplace inclusivity.

• Creating safe spaces for employees to raise concerns.

• Adapting policies and practices based on employee feedback.

By involving employees in shaping workplace culture, businesses can create a truly inclusive and engaged team.

Reflective Scenario – What Would You Do?

You notice that in meetings, the same few voices dominate the conversation, while quieter employees—particularly women and younger staff—rarely speak up. You also realise that leadership positions in your company are overwhelmingly held by men.

Using the strategies above, you might -

• Encourage diverse voices by actively inviting input from all team members.

• Implement structured meeting formats where everyone gets a turn to speak.

• Develop a leadership pipeline to ensure women and underrepresented employees have growth opportunities.

By making small changes, you create a workplace where all employees feel valued and heard.

Golden Nugget - "Diversity is being invited to the party. Inclusion is being asked to dance." – Verna Myers

True diversity and inclusion aren’t just about hiring differently—it’s about creating a workplace where everyone feels valued, empowered, and able to contribute their best. For SMEs, this isn’t just a moral choice—it’s a business strategy for long-term success.