Designing inclusively through collaboration

In workplace design conversations, you may have noticed the word ‘inclusive’ starting to crop up more and more. But what does it actually mean? Steelcase has been busy thinking about its meaning in the workplaces of today, and even employed a dedicated inclusive design lead, named Kamara Sudberry, to keep inclusive values at the heart of its decisions.

Sudberry explains: ‘It’s time to move away from the one-size-fits-all approach to the one-size-fits-one approach. By becoming champions for choice and control, we empower people to find the place and ways in which they feel their best and do their best work.’

One of her starting points was reflecting on the difference between equality and equity in the workplace. For decades, offices have resolutely provided the same tools for everyone – the same desks, chairs and monitors. But everyone is different, so why not tailor a set of tools for every individual, and true hybrid work to flourish?

Design process collaboration has been another key part of cultivating Steelcase’s inclusive values. This includes the sharing of knowledge between partner organisations with specialised insight such as the Valuable 500, the world’s biggest CEO collective for disability inclusion, amongst others. As well as adopting participatory design surveys, interviews and roundtables, all centred on listening to users' experiences and desires.

‘Designing for inclusivity is not a solo endeavour. The more we are able to partner and practise inclusive design, the more we can absorb and build upon the knowledge people are willing to share with us,’ says Sudberry.

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