Audio Coursesby JellypodLesson 18 of 26
Overview
Will, EnableUs Community: Alright, welcome back to the EnableUs Community Podcast! Will here, and as always, I’m joined by Winter. Today, we’re diving into something that’s been a bit of a buzzword in recruitment for ages—“culture fit.” But, you know, I reckon it’s time we really question if that’s actually helping us build the best teams, especially in the NDIS space.
Winter, EnableUs Community: Yeah, absolutely, Will. “Culture fit” sounds good on paper, right? Like, who doesn’t want a team that gets along? But when you look closer, it can actually mean you’re just hiring people who are, well, kind of the same. And that sameness can be a real problem—especially when you’re supporting such a diverse group of participants.
Will, EnableUs Community: Exactly. I mean, I’ve seen it firsthand. There was this one time—oh, this still bugs me—where we had a candidate who, on paper, didn’t “fit” with the team. Different background, different way of thinking. But looking back, we missed out. That person had experience with a community we’d never worked with before, and honestly, they could’ve helped us connect with a whole new group of participants. Instead, we went with someone who just blended in. And, you know, it was comfortable, but it didn’t really move us forward.
Winter, EnableUs Community: That’s such a common story. And it’s not just about missing out on skills—it’s about missing out on new ideas. When everyone thinks the same, you get groupthink. No one’s challenging the status quo, and innovation just kind of stalls. Especially in NDIS, where participant needs are so varied, that’s a real risk.
Will, EnableUs Community: Yeah, and it’s easy to fall into that trap of hiring for comfort. But, like we talked about in our episode on aligning staff with participants, what feels comfortable for the team isn’t always what’s best for the people we support. Sometimes, the “perfect fit” for the team just isn’t the right fit for the participant.
Winter, EnableUs Community: Right. And that’s why we need to rethink what we’re actually looking for when we hire. It’s not about everyone being the same—it’s about building a team that can actually meet the needs of all our participants, not just the ones who are easy to support.
Winter, EnableUs Community: So, let’s talk about this idea of “culture add.” Instead of asking, “Do they fit in?” it’s more like, “What can they bring that we don’t already have?” It’s about finding people who align with your values—like inclusion, empowerment, cultural safety—but who also bring something new to the table.
Will, EnableUs Community: Yeah, and that’s a big shift. It means you’ve gotta be really clear on what your values actually are. Like, is your North Star inclusion? Empowerment? Cultural safety? If you don’t know what you stand for, you can’t really hire for it. And, honestly, it’s not just about ticking boxes. It’s about making sure your team can actually support the full range of participant needs—whether that’s communication styles, cultural backgrounds, or even just different interests.
Winter, EnableUs Community: Exactly. I remember this one interview I did—this candidate, she wasn’t the obvious choice. But she spoke a language that none of our team did, and we had a new participant from that background. I almost missed it, honestly, because I was so focused on the usual “fit” stuff. But when she started talking about how she could help that participant feel more at home, it just clicked. She ended up being a huge asset, not just for that participant, but for the whole team. It really opened my eyes to what “culture add” can look like in practice.
Will, EnableUs Community: That’s such a good example. And it’s not just about language, right? It could be someone who’s got experience with sensory-friendly environments, or someone who’s just got a different way of connecting with people. The point is, you’re looking for people who can fill the gaps—not just blend in.
Winter, EnableUs Community: And to do that, you’ve gotta be intentional. Before you even start recruiting, clarify your values, talk to your participants or their families about what matters to them, and make sure you’re not just defaulting to what feels comfortable. It’s about building a team that’s truly participant-focused, not just team-focused.
Will, EnableUs Community: Alright, so let’s get practical. How do you actually hire for culture add? It starts with the questions you ask. Instead of just, “Can you do the job?” try, “Tell me about a time you worked with someone really different from you. How did you adapt?” Or, “How do you help someone feel safe and included?” You want to see empathy, adaptability, and a real focus on the participant.
Winter, EnableUs Community: Yeah, and don’t forget about training your team, too. Unconscious bias is real—we all have it, even if we don’t want to admit it. Regular training on inclusive hiring and reflecting on your outcomes can make a huge difference. I’ve seen teams do a complete turnaround just by looking back at who they’ve hired and asking, “Did this person bring something new? Did they help us grow?”
Will, EnableUs Community: There’s a great case study I came across—an NDIS provider who realised their team was, well, a bit too similar. They revamped their whole hiring process, started asking better questions, and made a real effort to bring in people with different backgrounds and perspectives. The result? Not only did their team get more diverse, but participant satisfaction actually went up. People felt more understood, more supported. That’s the impact we’re talking about.
Winter, EnableUs Community: And it’s not just about hiring, either. Once you’ve got those new voices in the team, you need to support them—mentoring, peer support, making sure they feel valued. That’s how you keep that diversity and make it work for everyone, especially the participants.
Will, EnableUs Community: Yeah, and I think that’s a good place to wrap up for today. Shifting from “culture fit” to “culture add” isn’t just a nice idea—it’s essential if we want to build safer, stronger, and more participant-focused NDIS teams. We’ll keep digging into these topics in future episodes, so stick around.
Winter, EnableUs Community: Thanks for joining us, everyone. If you’ve got stories or questions about inclusive hiring, we’d love to hear from you. Until next time, take care!
Will, EnableUs Community: Catch you next episode, Winter. See ya, everyone!
