Creating an inclusive workplace isn’t just about doing the right thing; it’s about ensuring that every employee feels connected, heard, and equipped to succeed.

At a Bright Conference Chicago, hosted by LumApps, attendees participated in a roundtable discussion on employee experience and inclusivity where experts shared insights, strategies, and candid challenges surrounding inclusivity in the workplace.

Below, we'll explore the key themes discussed, from improving usability and engagement to tackling the obstacles in fostering inclusivity and belonging. Let's break it down.

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Why Inclusivity Goes Beyond Accessibility

One of the most prominent points raised during the discussion centered on the need to expand the definition of inclusivity.

Anna Belanic, implementation consultant at LumApps with more than 11 years of intranet experience, defines inclusivity as creating a space where everyone feels a sense of belonging and has an equal opportunity to access information and participate. She emphasizes that inclusivity goes beyond accessibility, focusing on designing systems and content that consider diverse needs, such as language, hardware, geographical location, and even internet speed.

Inclusivity ensures that no one feels isolated or excluded, and it involves intentional efforts to make everyone feel part of the process. When inclusivity is prioritized, it significantly enhances employee experience by fostering a sense of belonging and respect. This, in turn, boosts employee engagement, as individuals feel valued and empowered to contribute their best work.

Accessibility, on the other hand, is described as making things available to people with different needs, such as those with visual or cognitive impairments. It involves ensuring that platforms and content are designed to be usable by everyone, regardless of their abilities. Anna highlights that accessibility traditionally focuses on addressing specific challenges, but its benefits extend to a much broader audience, improving usability for all. She also notes that accessibility and inclusivity are interconnected, with accessibility being a foundational element of inclusive design.

"While accessibility is often where organizations start, true inclusivity requires more. It’s not just about enabling access,” said Anna Belanic. “It’s about creating a space where everyone feels they can equally participate and contribute.”

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Participants emphasized designing workflows and platforms that cater to varied needs, from multilingual options to compatibility with different devices—even in areas with limited internet access. For example, one speaker highlighted the importance of offering translations within platforms to ensure language isn’t a barrier. “Clicking a single option to translate an entire page changes the game for global employees,” they shared.

Takeaway: Accessibility is step one, but building inclusive systems means designing with flexibility, cultural diversity, and usability in mind. Think compatibility with slow internet speeds, tools that work across devices, and content that connects globally.

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The Hurdles on the Path to Inclusivity

Even with clear goals, driving inclusivity isn’t without challenges. One struggle stood out during the discussion: getting buy-in from both leadership and employees. “Adoption isn’t automatic,” a participant commented. Whether it’s convincing teams to use new platforms or align with digital standards, resistance is a reality. “Some teams are married to tools they’ve used for years,” another added, referencing teams that still rely on outdated systems.

Another tricky area? Creating content that meets the needs of diverse audiences while maintaining simplicity and clarity. Many participants noted that guidelines for inclusivity often fall short when overlooked during the content creation process. For instance, minor oversights like poorly contrasted color schemes or untranslatable graphics can isolate users. “Color blindness filters are a great tool,” one participant stated, sharing their experience of showing colleagues how design choices impact different users.

To promote inclusivity beyond accessibility, participants highlighted the challenges of facilitating communication across multiple languages.

Supporting multi-language capabilities is a powerful step toward inclusivity, as it ensures that people from different linguistic backgrounds can access and engage with content effectively. By providing translations or localized versions, organizations can bridge communication gaps, foster understanding, and make their resources more accessible to a global audience. This approach not only empowers users, but also demonstrates a commitment to diversity and inclusion on a broader scale.

Some participants use Google translate, but others recommend an intranet with native multi-lingual features because employees can choose their preference.

Takeaway: Resistance to change is natural. Create strategies to bridge gaps, whether through hands-on guidance or re-evaluating systems from the ground up. Don’t just expect inclusivity to happen; foster it through ongoing improvement and collaboration.

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Strategies for Employee Engagement and Buy-In

Inclusivity thrives in workplaces where engagement is high. Several creative ideas emerged to make tech platforms and collaboration spaces not only accessible but actively exciting:

• Gamify Participation: One standout example involved hosting a virtual “summer camp” where employees competed in team challenges to foster collaboration. “The CEO was neck-and-neck with other team members,” said one speaker, describing how playful competition boosted camaraderie and platform adoption.
• Celebrate Milestones: Small incentives encourage digital participation. From photo-upload competitions to Easter egg hunts within new platforms, organizations can make change rewarding. “It’s about showing employees the why in an approachable way,” remarked one participant.

Crucially, communication plays a role in building buy-in. Panelists noted how proactive outreach and collaboration drive long-term results. “When people are involved in designing systems, they feel ownership,” a participant said. The idea? Treat employees as creators, not stakeholders forced to adapt.

Takeaway: Use engagement strategies to drive excitement and participation in new systems. For example, try a video learning series to explain a new process or new product. And then encourage participation with gamified learning. Celebrate achievements and allow everyone to have a voice in the process.

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Actionable Tips for Fostering Inclusivity at Work

Inclusivity is ongoing work, not a single goal. Here are some actionable steps inspired by the discussion:

1. Begin with Design: Usability impacts inclusion. Test new tools and platforms to ensure they cater to a range of accessibility needs, from color contrast to multilingual compatibility.
2. Simplify Adoption: Resistance grows when transitions feel forced. Offer support, training, and examples of how changes benefit employees.
3. Focus on Engagement: Make participation fun! Celebrate milestones, create challenges, and foster collaboration across departments.
4. Collaborate Constantly: Build committees or groups that consistently gather feedback from employees. Inclusivity is constantly evolving, and your solutions should too.
5. Set Content Standards: Provide content creators with guidelines to ensure materials are accessible, engaging, and simple to follow.

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Looking Ahead to an Inclusive Future 

Inclusivity isn’t just an organizational goal; it’s an experience. It’s the alignment of accessibility, flexibility, and engagement that makes employees feel like they truly belong. Organizations have the power to create workspaces where everyone thrives—whether through thoughtful design or playful engagement strategies.

Take a moment to reflect on your own systems. Are they positioned to welcome every voice? Have you considered how usability barriers might hold back certain groups? 

The future of work is as inclusive as we make it, and the best work starts with intention. Want to connect with other business leaders about similar topics? Join the waitlist for Bright Conference 2026. 

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