Unveiling the Assumptions of Inclusion: A Path to True Organisational Transformation

Inclusion has become a buzzword that we often hear in workplaces and various social settings. However, despite our best intentions, we may not be as inclusive as we think.

Research shows that people tend to overestimate their level of inclusivity, leading to unintended barriers that hinder the true potential of diversity.

In this article, we will explore the practicalities of inclusion and identify some telltale signs of falling short of being truly inclusive.

The Intention vs. Impact of Inclusion

Often, when we embark on inclusion efforts within an organisation, there's an initial assumption that people are already inclusive or that others are not inclusive, but we are fine. This assumption tends to escalate from individual to team and then to organisational levels. However, intention and impact may not always align, as inclusivity is often viewed through our own frames of reference, values, and beliefs.

Recognising Our Biases

To foster a truly inclusive environment, we must acknowledge that nobody, regardless of their background or efforts, is entirely free from biases. It's essential to distinguish between our intention to be inclusive and our actions' actual impact on others. Being inclusive means not assuming our way is the only or best way but rather valuing alternative perspectives.

Key Traits of an Inclusive Leader

Curiosity and Openness: Inclusive leaders manage assumptions about what is considered "normal" and are receptive to different methods and ideas. They are curious about others' viewpoints and are open to understanding diverse perspectives.

Listening for Nuances and Unmet Needs: Inclusive leaders actively listen, seeking to understand unique viewpoints and unmet needs. They avoid making assumptions based on visual cues or stereotypes.

Balancing Belonging and Uniqueness: True inclusion involves balancing belonging and uniqueness. It is essential to find common ground while also celebrating individuality.

Challenges in Practicing Inclusion

Incorporating inclusivity can be challenging due to various factors, such as cultural norms and assumed correct ways of conducting meetings. Inclusive practices require creating space for diverse perspectives and challenging the dominance of specific cultural frameworks.

The Importance of Purpose-Driven Inclusion

Inclusion must be integrated into the organisation's purpose, becoming integral to how teams collaborate and operate. It goes beyond a separate agenda and becomes a fundamental aspect of achieving organisational goals.

Overcoming Assumptions and Biases

To foster inclusivity, we need to recognise our biases and engage in continuous reflection and learning. Avoid assuming your way of thinking is the only correct approach, and be open to embracing diverse perspectives.

Embracing true inclusion involves challenging our assumptions and biases, and recognising that we all have room for growth. By curiously seeking out diverse perspectives and actively listening to others, we can create a more inclusive environment where everyone's unique contributions are valued. Through purpose-driven inclusion, organisations can achieve greater innovation, psychological safety, and overall success. Let us strive to build a workplace culture that genuinely embraces diversity and fosters a sense of belonging for all.

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