This month's CEO Blog is penned by Alice Trinder, IEA Team Leader at Castle Gosford.
Inclusion at Work Week is a good reminder for me to reflect on what inclusion truly looks like. When I think about inclusion, I think about people being seen, really seen, for who they are and what they bring. To me, inclusion means creating a space where people feel understood, respected and able to be their authentic selves at work. When people feel included, they thrive.
In my role at Castle, I have the privilege of walking alongside participants and employers on their inclusion journey. It is not about ticking boxes or following a process. It is about patience, understanding and a mindset of seeing potential in every person.
One workplace that really stands out for me is LaVida Trading, a homeware and lifestyle wholesaler that has been working with Castle for more than five years. Their warehouse team has welcomed many of our participants during that time, especially those who are neurodivergent, and they have done so in such a natural and thoughtful way.
When I introduce a new participant, I usually visit with them around 2 pm when the warehouse is quieter. We take a relaxed walk through the space so they can see what the job looks like. Afterwards, we sit down with two managers for an informal chat. There is no formal interview. They simply want to get to know the person, not their résumé.
From there, everything is built around comfort and confidence. Start times can be flexible. The work is steady and routine. There is no pressure in the early days. Each new team member has buddies to support them, and if needed, I or a case worker stays on site during those first shifts until they feel settled.
What makes LaVida special is how personal they make inclusion. Before someone starts, they always ask about that person’s dos and don’ts, what helps, what does not and how they can best support them. They even set up a small art space for one participant who loves to draw during breaks. Another participant, who is a passionate FurCon fan, was encouraged to wear her costume to work because the team genuinely wanted to celebrate who she is.
They also involve people in creative projects, take them on ferry trips and make sure they feel part of the team. There is even a quiet office space where anyone can take a break if they need a moment. These small actions make such a big difference to a person’s confidence.
For employers who want to be more inclusive but do not know where to start, my advice is simple. Start by listening. Ask open questions and make sure your employees know their voices are valued. Take small steps such as offering flexibility or making your recruitment process more accessible. Inclusion does not have to be overwhelming. It starts with helping every person feel like they belong. And if taking those first steps ever feels daunting, that is exactly what we support through our Inclusive Employment Australia program. We walk the journey with employers so inclusion feels achievable, not intimidating.
When workplaces take these steps, the change in people can be remarkable. The transformation that happens when someone feels included is really special to watch, and it always makes me smile. You can see it in their confidence. They stand a little taller, make more eye contact and start sharing ideas or taking on new challenges. It is that moment when a participant realises, “I belong here.” It often flows into the rest of their life as well, with better wellbeing, stronger relationships and more independence.
If I could tell every employer one thing about inclusion, it is that it is not just the right thing to do. It is the smart thing to do. When you focus on a person’s abilities rather than their limitations, you will discover potential you did not even realise was there. Creating an inclusive environment does not just change someone’s day. It can change their whole life.