What inclusion means to me?

With the Women’s Forum Global Meeting and International Day of Persons with Disabilities happening this week, I would like to reflect once again on the meaning of Inclusion.

We hear a lot about Diversity or Diversity & Inclusion and DEI standing for Diversity, Equality and Inclusion.

In organizations, the most common diversity criteria adressed are gender, gender identity, sexual orientation, age, ethnicity and origins, social background, religion, disability...

Of course it is critical to prevent discrimination and ensure that equal employment opportunity are offered to all applicants and colleagues regardless of any protected characteristic.

Today, it seems no longer necessary to demonstrate that welcoming diversity is essential for our organizations as it allows us to think differently, welcome different perspective and innovate, to mirror the society, to understand the market shifts and to better meet the needs of our customers.

Welcoming diversity is critical but is it enough?

At AXA (as some other organizations), we have chosen for many years to talk about Inclusion & Diversity and I believe this order is key. To me, Inclusion comes first!

While equality is a right and diversity is a fact; Inclusion is a voluntary approach!

Inclusion goes beyond diversity criteria. Inclusion is not about accepting differences; inclusion is about ensuring a workplace where everyone feels they can be themselves and are all valued regardless of their profile or background.

Let me come-back on why I’m reflecting on inclusion on the occasion of the International Day of Persons with Disabilities: perhaps because inclusion is invisible as some disabilities are.

When we talk about cultural differences, being introvert versus extrovert, or learning differences... we are talking about invisible criteria. When we talk about a work environment where all can have a voice, when we talk about flexible working patterns, we are also talking about invisible topics.

These invisible topics are essential to consider in order to foster an inclusive culture and all these subjects are not only the responsibility of HR or leaders.

I am convinced that we all have a role to play and I am a strong believer in awareness-raising combined with on-the-ground actions.

Sometimes the best option is to run awareness sessions at the level of an organization or a region and other times it is more relevant to act locally to best fit the local culture and local needs/practices. Disability is a very good example of a criterion that must be managed at both levels with:

- Local actions to better support employees and meet their daily and tailored-made needs;

- and, at a regional or global level, raising awareness on what disability is and what are challenges colleagues face, and also getting inspired by people with disabilities and learning how we can all be active allies. I'm very proud to share that on December 5th, we'll have such a session on "Resilience & Difference".

To conclude, I would like to share a quote I heard earlier this year during AXA XL APAC & Europe's sessions on inclusion facilitated by Pete Stone:

“Diversity is about getting the right mix,

Inclusion is about getting the mix right."

Inclusion is a proactive and purposeful approach that constantly requires attention and/or effort and it's up to all of us (collectively and individually) to make sure we get the mix right!