Building An Inclusive Workplace - FB Comms

Building An Inclusive Workplace

Building an inclusive work culture isn’t a choice, it’s a fundamental part of running a successful organisation. 

At FB Comms we want our team to thrive, and they can’t do that without our support. 

Here’s how we create an inclusive work culture 👇


You need to provide your team with opportunities. 

Whether this is the opportunity to be promoted, to give feedback, to discuss their needs or to ask for support. Without the opportunity, people will usually stay quiet. 

We have regular 1-2-1s and have created an open and safe environment for staff to share. Sometimes they may have a change in situation, a medical condition, a change in career or difficulty with an aspect of their role. 

By offering them the space, you create opportunities to disclose. 


Ask and Listen

Just ask. 

If you ask your employees what they need, they will most likely tell you. 

Our team were struggling with concentration during certain hours of the day, so we created ‘productive procrastination tasks” and ‘scary hour’ to support each other. 

Do your staff need sensory aids, different software, quiet spots, days working from home, more contact or support? What can you do to create a workspace that will foster success?



We LOVE agendas. We use them in meetings, trips, socialising events, client catchups, literally anything. 

A successful agenda has:

  • A goal.
  • Key talking points. 
  • A clear action plan to follow. 

Some people hate uncertainty. Agendas eliminate uncertainty. 

Whether a member of the team needs to bring their ‘safe foods’ to a meal out, mentally take a trip in their head before physically doing it or rehearse what they’re going to say on a call, agendas reduce anxiety and make everyone’s lives easier.



It’s 2023, flexibility is no longer a company benefit but rather a worldwide demand. 

At FB Comms we offer flexibility in numerous different ways:

  • Hybrid working model.
  • Multiple workspace options.
  • Work abroad. 

Some people work better in an office environment, some don’t. Some people love socialising and being around their team, some get easily overwhelmed and can’t regulate. Figure out your team’s individual needs. 

We use a co-working space with varying noise levels, private pods, open spaces, multiple screens (but we have allocated screens for consistency) and rooms that are different temperatures. We make sure there are plenty of options to suit the needs of our team every day. 



Whether it’s late-night pizza parties or boozy Fridays, socialising in the workplace isn’t always catered to everyone’s needs. 

We make sure that socialising isn’t focused on alcohol and doesn’t take up too much time outside of work (we know you have a life to get back to). 

The team have been for fancy lunches, workout sessions and movie nights. We NEVER ask for your weekend. 


Provide Information

It is your job as a leader, manager, CEO and founder to support your staff through their changing needs. 

Our team have different health conditions and our founder Fiona often provides information on how each individual can get support that would make their work life easier. 

This is especially important for anyone with disabilities, neurodivergence and additional needs. All the ADHD FB Comms girls have applied for access to work and received extra support, equipment and aids that make their lives much easier. 

By providing this information you are showing your staff that you care about their well-being and success rather than it being a hindrance to your organisation. 


Sensory Aids

Everyone has different needs; Fiona needs absolute silence to work, and Shainah likes to have something to fidget with. We’ve all worked at organisations that have seen sensory aids as a disruption to the workplace and it’s extremely damaging to the employee’s output. 

Allow sensory aids, better still, show your commitment to your staff and provide them. 


Cut the Crap

How often have you had an email from a boss that has left you confused and filled with anxiety? It’s not necessary and can easily be avoided. 

Be clear and concise in your comms, this saves you and your employee time. If you know the meeting could have been an email, make it an email. If it can be a text and not a call, save your staff the anxiety and send the text. Small changes will make everyone feel better. 

You need to make sure you have clear expectations, tasks and deadlines laid out to avoid confusion. We use Notion to add our daily, weekly and monthly tasks – which we check off each day. This keeps expectations clear and helps everyone organise their day effectively. 


Creating an inclusive work culture isn’t a one-time thing, it’s ongoing and requires a commitment to the success of your team. 

We recognise and celebrate the importance of diversity in all forms, and you should too. 

Ready to work together?

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