DEI in Small Workplaces: Keeping It Real for Kiwi Businesses
When people hear “diversity, equity and inclusion,” many imagine big corporates with polished strategies and HR departments the size of a rugby team. But DEI isn’t a big-business luxury. In Aotearoa, most people work in small businesses, and these workplaces are often where the biggest impact can be made. Small teams are personal. Everyone knows everyone. And because of that, creating a workplace where everyone feels equal, respected and able to be themselves isn’t just nice to have: it’s essential.
In a small workplace, inclusion doesn’t start with a thick policy document. It starts with everyday behaviour. It’s the tone you set during morning smoko, how openly you talk about challenges and how safe people feel to bring things up without worrying they’ll be judged or ignored. Many small employers feel nervous about DEI because they think they need big frameworks or expertise but in reality most of it is just about being human and taking a genuine interest in the people around you.
One thing that often surprises small businesses is how little diversity they have, unintentionally. When a workplace is mostly made up of people from similar backgrounds, it doesn’t necessarily mean the wider community lacks diversity. Sometimes it’s simply a sign that the language used in job ads or recruitment conversations isn’t reaching everyone. A job description that sounds perfect to a Kiwi born-and-bred may quietly discourage someone whose first language isn’t English. A casual ad might unintentionally signal that only certain personalities will “fit in.” These are small things, but they have a big impact on who applies… and who doesn’t. Looking at your recruitment wording with fresh eyes can open your doors to people who might have been passing you by.
A common misconception is that diversity is only about ethnicity or gender but in real workplaces (especially small ones) diversity often shows up in less visible ways. You might have staff managing diabetes, perimenopause, ADHD, mobility issues, anxiety or other health and life challenges that affect how they work and feel day to day. These aren’t “special” cases; they’re simply human experiences. When workplaces acknowledge these realities without drama or judgement, people feel equal. They feel seen. And they feel able to contribute fully without hiding parts of themselves.
Small gestures go a long way: offering flexibility when someone needs to manage blood sugar levels or understanding that perimenopause can bring unpredictable symptoms like fatigue or temperature swings. These conversations can feel awkward at first, but in a small team, being open about real life is often what builds trust and strengthens the culture.
Cultural inclusion is another area where small businesses often feel pressure to “perform.” There’s a fine line between celebrating culture and feeling like it’s being done for show. For many teams, the most authentic approach is simply letting staff lead. Celebrate cultural or sporting events only when there’s genuine interest. Don’t force celebrations that nobody connects with. One simple option is hosting a pot-luck smoko, where anyone who wants to participate is encouraged to bring a dish that’s special to them or their culture. Participation is voluntary, the vibe stays relaxed, no one feels singled out, it provides an opportunity to start conversations about cultural differences… and everyone gets a mean feed.
Small workplaces have a huge advantage over bigger ones: flexibility. Big organisations have rigid systems where small teams can adapt quickly. That flexibility is one of the strongest tools for inclusion. Whether it’s adjusting hours for health needs, supporting parents or caregivers, or just recognising that life isn’t always tidy, small businesses can respond with compassion rather than bureaucracy. Fairness isn’t about treating everyone exactly the same it’s about giving people what they need to do their best work.
When everyone feels comfortable, equal and respected, they contribute more confidently. It’s the differences DEI conscientiousness can bring to a workplace that will lead to a wider range of experience and richer problem solving
DEI doesn’t have to be complicated. For small workplaces in Aotearoa, it’s less about formal programmes and more about paying attention, listening deliberately and being willing to adapt. If the workplace feels fair, human, and open to difference, inclusion tends to grow naturally. And when people feel equal the whole team thrives.