Why real inclusion in small businesses can be as simple as a beanbag

Earlier this week, I had one of those unexpected, lovely conversations that completely sticks with you. I was at the nail salon, chatting with the woman sitting next to me.

She was a registered nurse with years of experience under her belt. A couple of years ago, she received an ADHD diagnosis. Rather than feeling supported, she found that the NHS system simply couldn't stretch or adapt to accommodate how her brain works best. In the end, she felt she had no choice but to leave.

Today, she works as a mental health nurse supporting children. She uses her own lived experience to guide and empower young people, which is wonderful. But our conversation kept circling back to the same frustrating reality: how easily organisations talk about inclusion, while quietly clinging to rigid, one-size-fits-all ways of working.

We talked about blanket office mandates and the assumption that everyone works best sitting upright at a standard desk from nine until five.

Here is the thing that really struck me. In her new role, true inclusion did not require an expensive HR overhaul, endless committees, or a massive budget. It came down to something delightfully simple: a beanbag in her office.

Having a beanbag meant she could change her posture, regulate her sensory needs, and reset her focus when she needed to. That one small, thoughtful adjustment made her feel seen, valued, and able to thrive.

The small business advantage

If you run a small business, a charity, or a social enterprise, this is actually brilliant news.

Large institutions often struggle with flexibility because they are bogged down by red tape and layers of sign-off. But as small business leaders, we have the freedom to be human. We can talk directly to our team members, our contractors, and our virtual assistants to ask a very simple question: "What do you need to do your best work?"

Real inclusion is rarely about grand corporate statements or ticking boxes on a policy document. It is about listening without making assumptions about how work "should" look, being open to flexible hours or hybrid setups that suit different energy levels and neurotypes, and embracing practical adjustments, whether that is noise-cancelling headphones, clear written briefs instead of surprise phone calls, or yes, even a beanbag in the corner.

When we drop the rigid rules and focus on people, everyone wins. Your team feels supported, and your organisation benefits from the brilliant skills and perspectives they bring to the table.

How do you make space for different working styles in your business? I would love to hear your thoughts.