3 Types of Inclusion You Need to Understand

You can’t always tell what people mean when they talk about Inclusion, sometimes it gets mixed up with belonging and it can get really confusing

But I’m going to help you cut through the confusion

Get your pen and paper ready because we’re talking about 3 types of inclusion that you need to understand if you want to see change in your workplace

In today’s show we discuss several things including:

  • An introduction to the meaning of Inclusion
  • The relationship between Inclusion and performance
  • Distinguishing Belonging and Uniqueness from Inclusion and much more

Work Group Inclusion

“Work group inclusion is associated with positive outcomes like job satisfaction, organizational commitment, job performance, well-being. There’s a long list, you hear people throwing out random bits of research all the time but it’s not always put into context.”

Leader Inclusion

“Research suggests that inclusive leaders are important for facilitating performance in teams. Inclusive leaders enhance identification with the team which in turn improves team performance.”

Organisational Inclusion

“Perceived organisational inclusion refers to individual-level perceptions of an employee’s inclusion in the organization, this tends to be what people mean when they use the term inclusion generically”

SHOWNOTES

Inclusive workplaces: A review and model

3 Types of Diversity You Need To Understand To Create Inclusion

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences