Liberating the Leadership Lexicon: "Inclusion"

Diversity is a fact. Equity is a choice. Inclusion is an action, and belonging is the outcome.

Founded by Inclusive Employers , 23rd to 29th September is National Inclusion Week 2024. The theme this year is "Impact Matters", calling on all of us to increase our understanding and to bring about genuine, sustainable change for marginalised groups.

#Inclusion" is one of those words in the leadership lexicon that everyone uses but not necessarily with equal meaning. All of which makes it a perfect candidate for the taster menu of this week's #DemystiFri.

Visualising the answer

I've yet to work in or with an organisation in any sector that's got equality, diversity and inclusion (EDI, DEI, DE&I, and so on) 💯 nailed down. I know of several organisations that know they need to do more (which is good) and many others that can demonstrate solid practice in one or more area (which is better), but everywhere I've been and seen has more to do. Which, peculiarly, is my version of the sweet spot. Can't we always do better?

I love the above image. It highlights how, to master "inclusion", it's important to grasp some other terms too.

Diversity

As Winston Churchill put it:

Diversity is the one true thing we all have in common. Celebrate it.

There are nine protected characteristics defined by the Equality Act 2010 (or, as I prefer to think of it, nine prescribed ways to celebrate the differences that unite us): 1️⃣age; 2️⃣ disability; 3️⃣ gender reassignment; 4️⃣ marriage and civil partnership; 5️⃣ pregnancy and maternity; 6️⃣ race; 7️⃣ religion or belief; 8️⃣ sex (gender); and 9️⃣ sexual orientation.

We shouldn't be limited to those nine, however. Choosing merely to comply with statutory requirements is not good governance. Neurodiversity needs recognition and accommodation, for instance. And Simon Sinek , in his book What Diversity & Inclusion is Really About, explains how diversity of thought makes companies successful.

Equality

Is the assumption that everyone benefits from the same supports, and receives equal treatment.

Equity

Is the concern to ensure that everyone gets the supports they need ("affirmative action"). In simple terms, the difference between the two E's is that equality is when everyone gets the same thing, and equity is when everyone gets the things they need and deserve.

Justice

Involves the fair distribution of resources, opportunities, and rights. It encompasses both equality and equity, but also considers the broader context of societal norms and values. Social justice seeks to address systemic inequalities and disadvantages to create a more just and equitable society for everyone.

Inclusion

Is intentional, and is a universal human right.

It's about identifying and removing barriers so that everyone can participate to the best of their ability.

It's our way of saying that diversity is so important and precious to us that every person will have their needs met so that we all have the same opportunities to learn, play, work, and live.

Melinda Gates from the Bill & Melinda Gates Foundation has put it rather well:

If we want to include everyone, develop their talents and use their gifts for the good of the community. That's what inclusion means - everyone contributes.

An inclusive organisation has a diverse workforce that offers a wealth of knowledge and encourages creativity and innovation. It's an organisation that has taken the trouble to ensure that no one is left out. Not only have institutional, systemic barriers been removed, employees feel valued and involved. In an inclusive environment, the voices of minorities are prioritised.

Inclusion-driven responses include: considered recruitment practices; digital and physical accessibility; flexible working hours; adaptive equipment; training and education; networks to ensure representation from within marginalised groups; and data-driven insight reporting on diversity and inclusion.

Belonging

Results when the supports have removed the systemic barriers so the cause(s) of the inequity have been addressed. If someone feels they belong, their diversity has been recognised, they have received the supports they need, and they have been included.

Privilege

Isn't a condemnatory term. It doesn't mean that those with privilege haven't also worked hard or suffered to earn some of their advantages. It just means that they might not have faced some of the challenges that those marginalised by race or gender or sexual orientation or religion or socio-economic status or ethnicity or country of origin or mental illness or physical ability or whatever else may have done.

The support that I have received throughout my life, for instance - as a white, relatively affluent and healthy, heterosexual, cisgender man - has been less visible because it's been less necessary by dint of the relatively fewer obstacles and barriers I've faced. My responsibility now is to acknowledge that privilege and to be active in my allyship of others.

Unconscious bias

Exists in all of us. Most people aren't actually biased or racist or, indeed, any "ist" in a conscious, explicit way. But everyone has unconscious (or "implicit") bias. Such bias is a stereotype that we all apply without realising it, based on attitudes and beliefs outside our conscious awareness and control. The most important mitigant is to understand it and to acknowledge that it can exist - in oneself as well as others. I will draw a more detailed comparison between implicit bias and explicit bias in a future #DemystiFri article.

Reality

Is where we're at. Sadly, the world is imperfect. Some people 'get' more than they need, while others 'get' less. Disparities are everywhere, and "inclusion" is a process of becoming not a state of being.

But, as a leader, you can do your part to change that. Here's three things to consider:

🚀 Be open to new perspectives and the intellectual challenges they bring

🚀 Recognise your privilege, be an ally to the marginalised, and stamp on discrimination

🚀 Continue to raise your own awareness and that of others; educate and be educated.

#DemystiFri is my end-of-week attempt to release key terms from the leadership lexicon in clear and easy to understand ways that allow you to conquer their use. Please let me know if there's a topic you'd like me to cover.

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