Creating an inclusive workplace is relatively easier than achieving true equality. Inclusion means ensuring that everyone feels welcome, respected and able to participate.

Equality on the other hand, especially in relation to employees with disabilities, requires a more profound, more nuanced effort, systemic changes, individual accommodations and potentially, a shift in the mindset of employers.

Identifying invisible disabilities

In Australia, more than four million people live with disabilities and more than 80 per cent of these disabilities are invisible.

Invisible disabilities include conditions like diabetes, dyslexia, mental health disorders, and other cognitive challenges that aren’t immediately apparent and which can result in underestimations of capabilities.

However, invisible disabilities needn’t prevent people from succeeding in their careers and moreover, needn’t be considered a burden on business.

Especially when employers are conscious of the personal needs of their staff, the reality is that people with invisible disabilities can be just as productive as those without any form of disability. In fact, staff who feel supported by the business they work for are generally more productive – with or without disability.

As a business strategist and coach, my role includes working with small business owners to help identify the tools, resources and flexible work arrangements to encourage staff to perform at their best in the workplace.

As Founding Coach at Sage Advice – which offers both in-person and virtual support in business leadership skills, I utilise my personal experience as well as my qualifications to empower my clients.

Encouraging women in traditionally male-dominated industries

In addition to my role at Sage Advice, I’m the CEO of a long-running automotive repair centre and an automotive industry advocate. So, I’m no stranger to battling gender-based stereotypes in the workplace.

I am not of the opinion that more women should be present in male-dominated fields simply for the sake of satisfying quotas.

Rather, I know from experience that women can offer massive benefits to businesses that are in traditionally male-dominated sectors, and it’s for this reason that I’m so passionate about encouraging more female leaders based on merit.

A deep desire to create real change, particularly in industries where inclusive leadership is often overlooked, is fundamentally what drove me to start Sage Advice.

Through Sage Advice, I’m striving to progress a culture shift in the way Australian small business owners view, approach and reap the rewards of inclusive leadership.

Trade and service-based industries often present unique external and internal challenges for women and those with ‘invisible disabilities.’ Many carry a belief that their voices aren’t relevant in these environments, when in fact, they are essential and moreover, can be extremely advantageous to a business’ bottom line.

Top tips for employers of women in male-dominated industries:

• Don’t hire to ‘tick a box’ but employ with intention. Women bring unique perspectives, but they shouldn’t be hired as tokens. Ensure their role has purpose, opportunity, and room for leadership. 
• Create a culture of belonging. Diversity only works when inclusion follows. Build team environments where all employees – including women – feel heard, respected, and safe to speak up, especially in high-stakes or traditionally masculine settings. 

• Champion female leadership. Actively support women’s growth into leadership roles. Offer mentoring, sponsorship, and clear pathways for progression, not just lateral movement. 

• Challenge everyday bias. Intervene in subtle bias, microaggressions, or outdated ‘boys’ club’ behaviours. Culture is shaped by what you allow, not just what you promote. Voice intention to increase gender diversity and make it measurable and report on progress. 

• Be flexible without penalising. Recognise the realities of caregiving and life outside work, without treating it as a weakness or limiting career growth because of it. Hold your staff accountable to deliverables but don’t micro-manage because typically, micro-management is not the way to get the most out of your team, particularly in today’s workplaces. 

How a business strategist can help small business employers:

• Fostering better leadership in business and thus, a better work-life balance for small and micro-business owners, including solopreneurs.
• Consulting with business owners to clarify their vision and direction – that is, the ‘big-picture’ thinking needed for success.
• Building scalable systems that improve profitability and growth strategies and plans for navigating challenges.
• Helping owners to better market their business
• Creating results-driven strategies that are tailored to each business – especially those in trades and service-based industries, hospitality, retail and care sectors.