The past year has brought critical conversations about workplace inclusivity and safety in the startup ecosystem into sharper focus. From high-profile allegations of sexism to statistics revealing stark gender disparities, such as women spending over 100 additional hours on successful fundraising compared to men yet receiving less access to investors, the undercurrents of inequality demand action. As businesses look toward 2025, creating inclusive, and respectful workplaces and ensuring startup eco system safety for women is not just a moral imperative but a strategic one.
Insights from two leading voices in the field, Prabha Nandagopal, Founder of SafeSpace@elevate, and Lisa Sarago, CEO and Co-Founder of the Land on Heart Foundation (main image, left and right, respectively) reveal practical, meaningful steps organisations can take to foster environments where all employees – regardless of gender, ability, cultural background, age, or sexuality – can thrive.
Understanding intersectionality in workplace safety
Prabha Nandagopal stresses that building respectful workplaces requires an intersectional approach. Traditional one-size-fits-all methods often fail to account for the unique challenges faced by individuals with overlapping identities, such as women of colour, LGBTQ+ employees, or those with disabilities. She notes that systemic biases can cause concerns from these groups to be dismissed or underreported, making it crucial to tailor frameworks to their needs.
“Creating multiple avenues for feedback and complaint resolution – including anonymous reporting pathways – is key to ensuring all voices are heard,” Prabha explains. Businesses can bolster these efforts with respect-at-work training programmes that include diverse perspectives, offering employees tools to identify and address problematic behaviours. By fostering open dialogue and empowering individuals, such training lays the groundwork for cultural change that transcends workplace hierarchies.
Cultural inclusion: A foundation for psychological safety
Lisa Sarago believes that embracing cultural inclusion from an Indigenous perspective sets the tone for broader workplace inclusivity. “When you create a culturally inclusive space, other diverse cohorts also feel psychologically safe,” she says. Land on Heart’s cultural safety framework focuses on clear and consistent communication, leadership support, and low-cost yet impactful activities that lead to sustainable change.
Lisa highlights the importance of employee networks, where individuals from diverse backgrounds can connect and share experiences. Simple initiatives like lunchtime catch-ups, online learning modules, or campaigns led by diverse communities can significantly enhance awareness and understanding within the workplace. Importantly, these activities often require minimal investment, yet their impact can resonate across the organisation.
Another cornerstone of cultural inclusion is education. Lisa advocates for induction modules that address the history and contemporary issues facing Indigenous Australians, fostering awareness and appreciation. This proactive approach ensures that new employees align with the organisation’s diversity and inclusion goals from day one.
Leadership and long-term change
Both Prabha and Lisa agree that leadership buy-in is crucial to embedding respect and safety into workplace culture. Executive leadership team (ELT) sponsorship, as Lisa notes, plays a pivotal role in sustaining initiatives. Moreover, “champions” across various organisational levels can drive communication and support, ensuring that inclusion efforts permeate every department.
Prabha underscores the importance of embedding respect-at-work principles into every aspect of a business’s operations. When leaders prioritise intersectionality and cultural safety, they set a powerful example that ripples through the organisation. This leadership support, coupled with actionable initiatives like anonymous reporting systems and diverse training programmes, fosters a culture of accountability and trust.
A roadmap for action
For businesses striving to create lasting change, the following steps offer a practical starting point:
- Adopt an Intersectional Lens: Recognise that diverse identities shape workplace experiences differently. Tailor reporting frameworks and support mechanisms to address these unique challenges.
- Foster Cultural Inclusion: Implement frameworks that prioritise cultural safety, including Indigenous perspectives. Simple activities such as staff networks or cultural awareness campaigns can make a big difference.
- Empower Through Education: Offer respect-at-work training that includes diverse narratives, alongside induction modules and annual refresher courses to combat stereotypes and promote inclusivity.
- Prioritise Leadership Buy-In: Secure support from executive leaders and identify champions within teams to sustain momentum and drive communication.
- Create Accessible Feedback Mechanisms: Provide multiple channels for employees to report issues, including anonymous pathways, to ensure everyone feels safe speaking out.
As the startup ecosystem moves forward, meaningful change requires businesses to move beyond reactive measures and adopt proactive, inclusive practices. By taking practical steps, such as those outlined by Prabha Nandagopal and Lisa Sarago, organisations can cultivate environments where all employees feel safe, respected, and valued. The journey to building safe workplaces isn’t a one-time effort – it’s a continuous commitment to fostering equity, respect, and belonging for all.
