Understanding inclusion
Inclusion is about belonging - the subjective experience of feeling valued, respected, and able to participate fully. While diversity can be measured through demographics, inclusion is experienced through daily interactions, opportunities, and treatment.
Inclusion feels like
- Being heard and respected
- Safe to be authentic
- Equal access to opportunity
- Part of the team
Exclusion feels like
- Overlooked or ignored
- Need to hide true self
- Barriers to advancement
- Outsider in the group
Inclusion components
Research identifies several dimensions of inclusive workplaces:
Dimensions of inclusion
Measuring inclusion
- Employee surveys: Questions about belonging, safety, and fairness
- Pulse checks: Brief, frequent inclusion-focused questions
- Retention analysis: Compare turnover by demographic groups
- Advancement patterns: Who gets promoted and at what rate?
- Focus groups: In-depth discussions about experience
- Exit interviews: Inclusion-related reasons for leaving
Averages hide disparities
Overall positive inclusion scores can mask significant differences in experience. Segment results by department, level, tenure, and demographics. A team with great average scores may still have groups who feel excluded.
Building inclusion
Leadership actions
- Model inclusive behaviour
- Actively seek diverse perspectives
- Address exclusionary behaviour
- Acknowledge and learn from mistakes
Systemic approaches
- Inclusive meeting practices
- Fair scheduling and assignment
- Accessible workplace design
- Flexible work arrangements
Common inclusion mistakes
Assuming intent equals impact
Good intentions don't guarantee inclusive outcomes. Exclusion often happens through thoughtlessness rather than malice. Focus on impact, not intent. When someone feels excluded, the reason matters less than the effect.
Treating inclusion as HR's job
HR can create policies and programs, but inclusion happens in daily interactions. Every manager and employee contributes to or detracts from inclusion through their behaviour.
One-size-fits-all approaches
Different people need different things to feel included. Some want more social connection; others value autonomy. Ask individuals what inclusion means to them rather than assuming.
Key takeaways
Inclusion is the experience of belonging, being valued, and having equal opportunity to contribute. It requires both leadership modelling and systemic changes to practices. Measure inclusion separately from diversity, and segment results to identify groups who may feel excluded.
RosterElf's staff management supports inclusion through fair scheduling, transparent processes, and flexible work options that accommodate diverse needs.
