This is Weak Inclusion

This year’s Inclusion Week comes at a pivotal moment. The recent tragedy in Southport, where three children lost their lives in a senseless act of violence, has shaken our collective humanity. The riots that followed, fuelled by social media, were not just an attack on our streets but on the very fabric of society. Thankfully, decency prevailed, but the undercurrents of division remain strong.

In the corporate world, while we don’t see rampaging mobs breaking windows, we witness something just as damaging: broken promises. For example, of the $50 billion pledged to DEI initiatives after George Floyd's murder, much remains unspent, stalling momentum for genuine change. Instead of fostering understanding, DEI has been weaponised in ideological battles, leaving it portrayed not as a solution to our fractured societies but, in some circles, as part of the problem. This is weak inclusion.

The theme for this year’s Inclusion Week is "Impact Matters." But how impactful have our efforts really been? Despite some progress, inclusion is too often superficial, a box to be ticked rather than a value to be embodied. At a time when true inclusion could heal the deep divisions in society, we find ourselves too often falling short—this is weak inclusion.

As advisors in this space, we must be bolder. As Kim Scott advocates, we need to care personally but challenge directly. Inclusion is not just a driver of workplace performance; it’s essential to healing the toxicity in our communities. DEI done right isn’t just good—it’s transformational. Without it, organisations and societies will struggle to create equitable opportunities, drive performance, or foster engaged citizenship. But too often, we are guilty of supporting "weak inclusion" efforts.

Weak Inclusion: The Performative Trap

Too many DEI initiatives have been performative, obsessed with diversity metrics rather than building a culture of inclusion where diverse talent can thrive. This is weak inclusion—a superficial commitment to DEI that lacks substance and impact.

Examples of Weak Inclusion:

- Tokenism: Hiring a few individuals from underrepresented groups to meet diversity quotas, but not empowering them to have a voice or influence. This is weak inclusion.

- Lip Service: Promoting DEI in public statements and marketing campaigns without embedding it into the organisational culture. This is weak inclusion.

- Avoidance: Skirting difficult conversations about systemic inequality or structural biases, preferring instead to remain comfortable and unchallenged. This is weak inclusion.

- Isolated Initiatives: Running one-off diversity training without follow-up or integration into broader strategy, leading to minimal change. This is weak inclusion.

These approaches give the illusion of progress while leaving underlying issues unaddressed. When organisations are "inclusion weak," they might look inclusive from the outside, but internally, they perpetuate environments where not everyone feels valued or heard.

Strong Inclusion: The Courage to Be Uncomfortable

Strong inclusion, by contrast, is about more than metrics. It’s about building environments where everyone—regardless of background—feels seen, heard, and valued. It’s about creating systems that challenge the status quo and making space for diverse perspectives to shape the future. This is strong inclusion.

Examples of Strong Inclusion:

- Empowered Voices: Actively seeking input from underrepresented groups in decision-making processes, ensuring they have real influence. This is strong inclusion.

- Courageous Conversations: Creating safe spaces where employees can discuss difficult issues like racism, sexism, and other forms of discrimination, with leadership showing vulnerability and openness. This is strong inclusion.

- Sustained Action: Embedding DEI into the company’s long-term strategy, with regular assessments, adjustments, and accountability measures. This is strong inclusion.

- Inclusive Leadership: Training leaders not just to manage diverse teams but to lead inclusively, fostering environments of respect and belonging for all. This is strong inclusion.

Strong inclusion thrives in environments where discomfort is embraced as a catalyst for growth. It requires humility, accountability, and a commitment to continuous learning. It moves beyond appearances and digs deep into creating real change. This is strong inclusion.

The Call to Action: Embrace "Inclusion Meek"

If we are serious about inclusion, we must go beyond the superficial and embrace what I call "Inclusion Meek." This is not about passivity. Meekness, in this context, is about strength through humility. It is about adopting a servant-leader approach, where inclusion is powered by empathy, listening, and a genuine desire to uplift others. This is strong inclusion.

A Framework for Impactful Inclusion: I.M.P.A.C.T.

- I - Integrate Diverse Voices: Include all voices, especially those from underserved groups, in decision-making processes. This is strong inclusion.

- M - Measure Progress: Continuously assess and refine inclusion efforts, ensuring real change is happening. This is strong inclusion.

- P - Promote Empathy: Foster understanding and compassion by encouraging everyone to walk in each other’s shoes. This is strong inclusion.

- A - Act with Humility: Recognise and address biases while prioritising the needs of others. This is strong inclusion.

- C - Collaborate Widely: Build inclusive partnerships across the organisation and beyond. This is strong inclusion.

- T - Transform Environments: Work to create spaces where everyone feels they belong and can thrive. This is strong inclusion.

As we reflect on this year’s Inclusion Week, we must challenge the idea that inclusion can be weak, passive, or superficial. The stakes are too high. Inclusion isn’t just a priority for one week—it’s an ongoing commitment to justice, equity, and the common good.

Let me close with this: meekness is not weakness. It is the quiet strength of empathy, the courage to listen, and the humility to lead from behind. True power lies in creating environments where everyone belongs, and it is this power that will ensure inclusion’s legacy endures—not just for a week, but for generations to come.