Inclusion Theatre

Why does speeding up inclusion feel like hitting a brick wall? The harder we push, the more resistance we meet—sometimes so much that we end up further behind than where we started. We live in a world where speed is everything. But when it comes to cultural change, rushing it can be counterproductive. The real challenge? Creating a culture where we bring people along while allowing them to shape their own journey. To give them agency instead of urgency, and to be patient as they step outside their comfort zone. This is the work we’re committed to exploring. #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #TheatreAtWork #slowdowntospeedup

Why do we put so much thought into Inclusion Theatre? 1) Because we want you to feel like these scenarios could happen in any workplace. 2) Because we want you to witness how every human action creates a ripple effect. 3) Because we want to show how changing times call for unlearning and relearning. 4) Because we want this to be the most impactful immersive theatre you’ve ever experienced. 5) Because we believe in building workplaces better than the ones we’ve experienced ourselves. Inclusion isn’t just an idea—it’s a practice. And it starts with seeing, feeling, and understanding the impact of inclusion and exclusion firsthand. #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #TheatreAtWork

A message from our team: "Hope is not optimism, which expects things to turn out well, but something rooted in the conviction that there is good worth working for." – Seamus Heaney When we created Inclusion Theatre, we knew the waters wouldn’t always be calm. As we navigate shifting tides in DEI, we see storm clouds brewing. Differing perspectives across the globe, shifting priorities, and frequent headlines questioning the future of DEI programmes. And yet, we hold onto our spark of hope. We see organisations making inclusion a natural part of their culture—not just a poster on the wall or a talking point, but a lived experience. It’s how people show up, how they listen, and how they create environments where everyone can contribute and thrive. More and more, businesses are realising that inclusion isn’t about policies or initiatives alone. When they focus on what truly matters—their people—inclusion follows naturally. Through Inclusion Theatre, we’ve seen the power of lived experiences. It’s in those moments when people feel inclusion firsthand, that perspectives shift and action follows. We are grateful to our clients who courageously embrace inclusion as an opportunity, not just an obligation. #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #TheatreAtWork

Behind the scenes of Inclusion Theatre We practice what we preach. Every detail of Inclusion Theatre—the script, settings, scenes, dialogues, and characters—is carefully crafted to reflect the realities of today’s workplace. But we don’t stop there. We collaborate with experts in gender and neurodiversity to uncover the most relevant, urgent, and often overlooked aspects of building an inclusive culture. We also engage professional actors with a deep understanding of the roles they portray. They don’t just perform—they embody the emotional responses needed to provoke reflection and lead thoughtful, meaningful engagement with the audience. Join us at Inclusion Theatre and be part of the change. To explore bringing Inclusion Theatre to your organisation, let’s have a conversation by contacting Orla@careervision.ie #InclusionTheatre #Inclusion #KennedyInsights #CareerVision #TheatreAtWork

“The longest journey that people must take is the eighteen inches between their heads and their hearts.” – Andrew Bennett Logic and being told what’s right can only take us so far. Real change happens when we feel the truth of something—when it moves us emotionally, not just intellectually. That’s why Inclusion Theatre lands so differently. It bypasses debates and policies, bringing inclusion to life in a way that people experience rather than just understand. That’s the difference between awareness and transformation. #InclusionTheatre #Belonging #ThinkAgain Orla Gennery, Elaine Gennery, Theatre at Work

“The longest journey that people must take is the eighteen inches between their heads and their hearts.” ~ Andrew Bennett Inclusion isn’t just about policies or training; it’s about transforming perspectives and actions. The true test of an Inclusion Culture lies in the quality of this journey: • Is the path full of bumps and detours? • Do biases, resistance, or discomfort slow progress? • Is there even an attempt to take the journey? • Are people willing to reflect and challenge their assumptions? • Or is it a smooth ride? • Do empathy and openness pave the way for real understanding and connection? The success of an Inclusion Culture depends on how intentionally organisations support this journey. - - - - - Curious about what an inclusive workplace could truly look like? Stay tuned as we reshape the future of inclusive leadership through live theatre. To explore bringing Inclusion Theatre to your organisation, let’s have a conversation by contacting Orla@careervision.ie #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision

Dr. Suzanne Wertheim coined the term "Unconscious Demotion"—the unthinking habit of assuming that someone holds a position lower in status or expertise than they actually do. It is a form of bias. Here are some examples: • Assuming someone is less competent because of their accent • Thinking someone can’t afford to shop somewhere based on their appearance • Addressing only the male in the couple during a vehicle purchasing process • Assuming the lone woman in the room is the assistant • Judging someone’s intent based on their skin colour • Mistaking a female professor for a teaching assistant—and a male TA for the professor These unconscious demotions happen more often than we realise. 🧠 As you go about your day, where do you notice unconscious demotions showing up? #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #UnconsciousDemotion

The word “privilege” can be emotionally charged. For some, being told they have privilege can feel like their achievements are being discounted. As if without privilege, they wouldn’t have accomplished what they have. This can make it hard to acknowledge the privilege they hold. Conversely, individuals from underrepresented groups can feel discomfort too. They want their achievements to be recognised as merit-based, not as a result of “extra boosts” for being a minority or to meet diversity statistics. This discomfort affects both majority and minority groups, making conversations about privilege challenging. 💔 Acknowledging privilege can feel like being forced to choose between speaking up or staying silent—and most people default to the status quo because it feels safer and more familiar. While this doesn’t excuse inaction, understanding this human aspect can help us extend grace to ourselves and others as we work toward meaningful change. - - - - - We want to thank Nadia Nagamootoo and her book "Beyond Discomfort" for helping us unpack the complexity of Inclusion Culture. #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #BeyondDiscomfort #Privilege

As humans, we’re all susceptible to biases. There is one common bias we often face... It is the Affinity Bias: Our tendency to favour people who are similar to us. For example, a hiring manager might unconsciously prefer candidates who: • Graduated from the same university • Support the same football team • Grew up in the same county • Share similar hobbies • Are closer to their age How can we mitigate this? Start by recognising that these biases are often unconscious. Before interviews, create a list of potential biases and discuss them with the interview panel. By bringing the unconscious to light, you take control of it, and make better decisions. 🧠 Hiring managers, what steps do you take to address biases in your interview process? - - - - - Curious about what an inclusive workplace could truly look like? Stay tuned as we reshape the future of inclusive leadership through live theatre. To explore bringing Inclusion Theatre to your organisation, let’s have a conversation by contacting Orla@careervision.ie #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #InclusionHiring #AffinityBias

Despite its name, some people perceive inclusion programmes as something that takes opportunities away from them. There’s a perception that if someone gains from being “included,” someone else must lose out by being “excluded” to rebalance. Inclusion is not about taking away—it’s about creating more. It’s like lighting a candle from another—sharing light doesn’t diminish the original flame. Instead, it creates more light for everyone. What does Inclusion mean to you, at work and in your community? #InclusionTheatre #Inclusion #InclusionCulture #InclusionLeadership #KennedyInsights #CareerVision #InclusionCommunity