Inclusion, Introduced

We’ve covered DEI in general as well as diversity and equity in the last few weeks. Today, let’s introduce inclusion, starting with a simple definition.

Inclusion is the sincere and explicit invitation to join.

You can see, in the definition alone, the proactive nature of valuing inclusion. I picture extending a hand, metaphorically speaking. 

If you've been following these posts, you might remember a story about inclusion a few months ago, where, at a team dinner, some non-team-member guests felt included enough to share vulnerable stories.

Inclusion isn’t always second nature. In fact, our tribal nature can sometimes lead to exclusive behaviors, without us necessarily even realizing. Inclusion is something leaders must proactively practice. You can practice inclusive leadership behaviors  dozens of times per day. Here are some examples:

  • Saying hello to each person who arrives at a meeting, even the latecomers

  • Including someone on an email

  • Getting a colleague's input on a project or decision

  • Sharing historical context of which newcomers aren't aware

  • Avoiding the use of jargon

  • Making eye contact with everyone in the room

Some years ago my husband and I had invited a contractor into our home to bid on a renovation project. I asked him a direct question about the HVAC system. After listening to my question, the contractor turned to look at my husband as he explained the answer. And I don't mean he mostly looked at my husband, I mean he only looked at my husband. 

This story illustrates two things: the lack of inclusion through neglecting to make eye contact, and it also points to some  inherent sexism. Now if someone asked this contractor if he is sexist, he would likely say "of course not!" At the system level, where all the "isms" live, we don’t always have awareness. We can start by just proactively looking at where we might not be behaving inclusively. Where might you be leaving someone out without even realizing it?

Valuing inclusion doesn't mean that you should include everyone all of the time. We may not even necessarily want to participate in a project or task force, but we want to have felt invited or at least understand the logic for why we weren't. 

There are of course times when a certain group of people are chosen for a project or task force for certain reasons. In situations like this, inclusive leadership means you explain why and how those stakeholders were chosen. If the inclusion process is transparent, logical and mature, then people can self-select in or out based on their talent and energy. This will avoid the negative impact of someone feeling slighted. "Feeling left out" hits a deep human archetypal need for belonging.

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Equity, Elucidated