Winclusivity starts with a simple idea, the idea that for society and individuals to “win”, inclusion is paramount. Inclusion is a mindset and a journey, rather than a specific result. A journey that drives everyone towards a common shared goal of winning, together. Winning can be measured through performance metrics and numbers depending on the kind of goal that is set (e.g. growing personal net worth, increasing a company’s market share, reducing poverty etc.). Inclusion, on the other hand, is the means to achieving those goals. Inclusion reflects our individual and shared values as well as the culture in which we live.
Let’s start the conversation on inclusion by breaking some of the common myths.
Myth 1: Inclusion is a corporate HR issue, and it has nothing to do with me
Reality: Inclusion is a leadership priority, especially in today’s times where isolation and remote working affects each one of us. Inclusive leadership and culture foster innovation. That said, organizations can develop an inclusive culture only when their employees embrace it too i.e. it’s just not some clause in an employee handbook, or a mandatory training, but rather certain behaviors practiced by everyone. In short, your organization cannot succeed in being inclusive if you don’t believe in it as a leader, manager, or employee.
Myth 2: Inclusion means that we must make everyone happy and pretend that “all is well”
Reality: Not really. Imagine you are a parent and your kid refuses to have milk. Are you going to give in to a tantrum? You know what’s best for your child (given what we know today!) so you will find ways to make sure they drink their glassful every day. The kids may not always drink it with a smile, but they will come along.
It’s perfectly normal, and in fact healthy to have differences. The key is to drive everyone towards the common vision and make decisions that help in progressing towards a goal, while at the same time being flexible in the approach and ensuring that everyone feels safe in expressing their opinions, without being judged or worrying about consequences.
Myth 3: Inclusion of one group means exclusion/ undermining of the other
Reality: Solutions developed for a certain group are often applicable to the general population and thus have positive externalities. E.g. Did you know that typewriters and keyboards or even the modern-day touchpads were originally designed to solve problems for the differently abled people? Now all of us enjoy the benefits!
Myth 4: Inclusion is difficult
Reality: It depends on how one looks at problem-solving in day-to-day life. It’s about adding an extra question in the decision-making – “who are my stakeholders and how are my actions and decisions affecting them?”.
As an example, did you know that women drivers and front passengers are at a higher risk of being injured or killed in a car crash compared to men? And it’s because the automotive industry does not have crash tests designed for women and children, in spite of a) women also drive just as much as men and b) their bodies and physiology are totally different than men. The main reasons are the prevalent bias in the industry (“an average human’s size is that of an average man”) and limited push from the regulators. But thankfully some manufacturers are taking note and making cars that are more ‘inclusive’ in their design.
Being inclusive is about being intentional, smart and data driven.
Myth 5: Inclusion is easy
Reality: Inclusion is simple, but not easy – it requires constant reinforcement, practice and evaluation. Just like exercising, it needs discipline, building new habits, and most importantly changing behavior. It is simple enough to join a gym but getting into the groove of moving your behind and going there takes discipline and dedication.
Myth 6: Inclusion is a buzzword used by policymakers and development agencies, and there is no business case
Reality: Do you really believe that? Read below.
Embracing inclusivity is smart economics!
Research confirms that
- Individuals who are aware of their own biases make better decisions
- Couples who make decisions together do better with money and marriage
- Families that work collaboratively, generate wealth and prosperity
- Organizations that have inclusive culture perform better than others
- Governments with inclusive policies create better economies and sustainable outcomes
Inclusion is for everyone and by everyone. Inclusion starts with you and I as individuals and has a cascading effect on the quality of our lives and those around us.