Inclusive Leadership: What companies can learn from Conflict Resolution
Written By Morag Hutcheson, Marketing Manager at Fair Shot
Inclusion isn’t just about policies - it’s about creating an environment where all employees feel valued, heard, and empowered. In many ways, fostering disability inclusion in the workplace mirrors many principles from peace and conflict studies.
Before starting as the Marketing Manager at Fair Shot, I undertook a Masters in Peace and Conflict Studies, where I focused my studies on how media and storytelling can be used to influence emotions and policies towards conflicts through a conflict resolution frame.
Many principles of the Conflict Resolution Framework can be applied to the work we are doing at Fair Shot. Both require active listening, structural change, and a commitment to being part of the change.
So, what if companies approached disability inclusion the way peacebuilders approach conflict resolution?
Active Listening: The foundation of Inclusive Leadership
In conflict resolution, active listening is key to understanding different perspectives and finding common ground. Similarly, inclusive leaders must:
Prioritise listening to employees with learning disabilities about their needs instead of assuming solutions.
Create structured feedback mechanisms like Employee Resource Groups (ERGs) or regular accessibility audits.
Encourage open conversations about barriers in hiring, workplace culture, and career advancement.
Each year we have a new cohort of learners join the Fair Shot team, and each year we review our workplace to understand how we can accommodate individuals in our environment so that they can succeed at their job. As time goes on, we find many of these accommodations are suitable for everyone, but it's also important to listen to each person's needs to make sure that the environment is right for them.
Addressing systemic barriers, not just individual cases
In conflict resolution, sustainable peace comes from addressing root causes, not just immediate disputes. The same applies to disability inclusion:
Instead of focusing on individual accommodations, companies must design systems that are accessible from the start (universal design).
Policies like flexible work arrangements and accessible hiring processes help prevent exclusion before it happens.
We need to start looking around the workplace and understand from different perspectives what accommodations we can make for the whole team as well as individuals. At Fair Shot, many of our staff find that the accommodations we make for the learners also help them to deliver their jobs effectively.
Many companies might rethink their hiring practices, ensuring job descriptions focus on essential skills rather than arbitrary requirements that exclude candidates with disabilities (e.g., unnecessary physical demands). In our Employment Programme, we carve roles for each graduate, allowing the job to be suitable for them to thrive. As a team we need to look at what one person may excel in and create a job for them that allows that skill to thrive.
Tilly (Head Chef) teaching Thomas (Cohort 4 Learner) in the kitchen.
The Role of Allyship and Mediation
Conflict resolution often involves mediators who help bridge differences. In the workplace, allies and inclusive leaders play this role by:
Amplifying neurodivergent voices without speaking over them.
Advocating for changes in workplace culture and policy.
Holding leadership accountable for real progress, not just performative gestures.
Fair Shot’s Employment Programme supports both the employee and the employer to navigate the transition into their new role. Each party involved has the opportunity to communicate effectively with what they need and make reasonable adjustments along the way.
Learning from Global Human Rights Movements
Many disability rights victories stem from activism rooted in social justice and human rights frameworks. Companies can learn from these movements by:
Recognising disability inclusion as a human rights issue, not just an HR initiative.
Understanding how intersectionality affects disabled employees differently (e.g. disabled women or people of colour face unique barriers).
Embedding accessibility into corporate social responsibility (CSR) efforts.
The UN’s Convention on the Rights of Persons with Disabilities (CRPD) provides a model for businesses seeking to go beyond compliance to true inclusion. By integrating its principles of equality, non-discrimination, and accessibility into company policies, businesses can ensure that they are creating more inclusive environments for their employees, customers and stakeholders with disabilities.
Moving from Performative to Transformative Inclusion
Disability inclusion is not just a checklist - it’s a commitment to systemic change.
By applying lessons from conflict resolution, companies can build workplaces where all employees, regardless of ability, feel valued and empowered. The best leaders are not just decision-makers; they are listeners, advocates, and bridge-builders.
Are you ready to create meaningful change? Let’s talk!
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