Dr. Jonathan Ashong-Lamptey’s Post

Make it easy for people to say yes to inclusion. People misunderstand me when I say this. - Instead of guilt trips - Instead of platitudes - Instead of shaming Make it easy for people to say yes - Say why Inclusion is important in your workplace - Explain your plan in a way they can understand - Let them understand you have shared goals Make it easy for them to say yes. Do this to get the support you’re looking for. Let me know how this works out for you. PS. I know speaking up about inclusion is not easy. I discuss handling my own fears about this here https://lnkd.in/endh3zEK

Now that I’m back working in an environment where I am the minority, I’ve noticed that many companies seem to struggle with the “I” in DEI—Inclusion. While they may succeed in achieving diversity by hiring people from various ethnic groups, the real question is: Do they make those individuals feel included? From my perspective, the answer is often no. Inclusion is more than a policy or a program; it’s about making people feel like they belong. I understand that inclusion can look different depending on the company and the individuals involved, but at its core, it’s about fostering a sense of connection. Sometimes, it’s the simplest gestures that matter—like saying good morning with a smile. These small actions can go a long way in making people feel seen, valued, and truly part of the team. What are your thoughts?

Confused about what to do about Inclusion? Start with the 3 Biggest Problems Organisations experience on their Inclusion Journey: I’m confident one or more of these is a challenge where you work. We call them the 3P’s. People: Organisations have trouble engaging the people that they want to include. → Think beyond so called “minorities” and consider people who reject that language. Potential: Organisations struggle to create a culture of Inclusion where everyone can reach their potential. → Think about who gets to perform to the best of their ability on a consistent basis and the reasons why. Performance: Organisations find it difficult to articulate a “Business Case for Diversity” for their specific organisation. → Think beyond money, just explain in simple language why people should care about Diversity or Inclusion. — Do this and you will be less confused. Your priorities will start to reveal themselves. You will realise how misleading mainstream narratives are. PS. Let me know when you do this. I already know you’ll be ahead of nearly every organisation in the world.

Whose responsibility is inclusion, really? There's a misconception that needs to be addressed: that inclusion is solely the responsibility of the majority. I believe this idea is not only problematic but also keeps us from achieving true inclusion. Let’s break the taboo in inclusion discussions: for inclusion to happen, there must be a desire to be included and a willingness to trust good intentions. So, to answer my own question: inclusion is a shared responsibility. It requires active participation from everyone, not just those who hold the majority status. This means that while those in positions of power and influence must create spaces where diverse voices are welcomed and valued, we from underrepresented groups also need to engage, voice our perspectives, and build bridges of understanding. True inclusion is not about one group accepting or tolerating the other. It’s about everyone, the majority and the minority, finding common ground and appreciating each other on equal terms. #Inclusion #Diversity #Inspiration #Power #Leadership

“True inclusion means actively involving everyone.” That’s what Niall Statham shared when we discussed what inclusion truly means. And it struck a chord. Because inclusion isn’t just about offering an opportunity and saying, “It’s open to everyone.” It’s about intent and effort. → It’s reaching out to those who might think it’s not for them → It’s creating spaces where they feel welcome and valued → It’s offering the support and encouragement they need to participate Some people will step forward on their own. Others? They need a hand to get there. True inclusion is about ensuring we all have a place. Not just present. But engaged. That’s the work of meaningful inclusion. Found this post valuable? Follow Shona for more such content

Working on an Inclusion Journey is about focusing on the things you want to change, having a clear roadmap, framework and talking about bold ideas. And things might change as the world changes! That's why it's important to create a plan so you can adapt. In our book the Inclusion Journey, we give you practical examples and case studies of the things you can do to work on inclusion. Have you got your copy? Let us know if you have and we will give you access to the free resources that come with the book. Alt Text: Inclusion journey book cover with Watch This Sp_ce logo Quote from book: "we need to focus, plot a roadmap, create frameworks and talk about bold new ideas for the future of work" Allegra Chapman and Mousumi Kanjilal Williams

Most people overcomplicate inclusion. They focus on: - Long meetings - Flashy campaigns - Raising awareness At first this looks great. But there are no measurable results. But what if inclusion could be simple? Instead of relying on big statements Start with small, meaningful actions. Instead of trying to convince everyone Start with the people ready to listen. Instead of asking for permission Start with a problems that needs fixing. After 10+ years of doing this work. I’ve learned about the hardest part of inclusion. And it’s not “the work”. It’s changing your perspective. Maybe inclusion is easy, and you just need to choose a different path. Follow me Dr. Jonathan Ashong-Lamptey For insights to help you choose your own path.

task 3.6 - diversity and inclusion. diversity - this is when people from a range of different ethnic and social backgrounds can come together to complete a task inclusion - inclusion is when a group of people from different backgrounds can all be involved and complete the given task together as one big group.

Never stop fighting The fight for inclusion is constantly growing, and there will always be those against it because they don't understand how important it is to others. Inclusion is an attitude, a way of life - it's what brings people together. Anyone can be part of such an important change, but not everyone wants to be. Nothing happens overnight, nor does it happen without passion and determination - each day, more and more of us are demanding change, in society, the workplace or the local shop. Inclusion matters and we need to challenge those that are willing to be left behind. We need to create an inclusive culture everywhere - inclusion needs to be at the heart of our society. We are Simpatico. #Inclusion #Leadership

Never keep your inclusion plans to yourself Tell everyone! - Mention it on calls. - Mention it on 121’s. - Mention it in emails. - Mention it in meetings. - Mention it in townhalls Mention it to everyone you meet. Every week people tell me they don’t know what the Inclusion strategy is where they work. Chances are they don’t know in your organisation. If you don’t know, ask someone. If you do know, tell someone.