Inclusion begins with the design of work, not a statement of values

Work design and inclusion · 27 May 2026

“We are open to everyone” has yet to create a single job. Employment begins when somebody breaks a process into tasks, defines the expected result and designs conditions in which the work can be done well. Values matter. But values do not have a manager, tools or a measure of quality. Work does.

Key points

• Start with a process and work the company actually needs, rather than a candidate profile alone.
• Job carving does not mean lowering standards. It means deliberately assembling a role from tasks, quality requirements and responsibility.
• The manager, tools, access, onboarding and measures need to be ready before recruitment, not after it.

What this means for a company

Instead of asking which existing vacancy a person with a disability could be “fitted into”, ask what work needs doing, who owns it and how to design it so the result can be measured. That also gives operations, HR and procurement a shared subject for discussion: the same work, rather than three different ideas of the candidate. Only then does inclusion leave the presentation and start operating. Before that, it is a slide nobody has to deliver.

Originally published 27 May 2026.

Further reading

• Areas of Expertise
• Implementation
• Specialised Trainings