Deep Dive Into DEIB: Inclusion
In continuing our Deep Dive into DEIB series, today I want to explore one of the most foundational—and often underexamined—elements of this work: inclusion.
I’m grounded in the belief that equity is not the endpoint. It’s the groundwork. And while diversity brings us to the table and belonging reflects whether we stay, inclusion determines whether we’re heard, seen, and truly able to participate. In many ways, inclusion is the connective tissue that brings DEIB to life.
What Inclusion Really Means at Work
Inclusion is more than a policy or checkbox. It’s the active practice of inviting diverse voices into the spotlight and ensuring they wield influence. It’s the organizational commitment that people’s perspectives are not only welcomed, but matter. It’s different from belonging: your belonging may make people feel safe or connected, but inclusion ensures they can shape outcomes.
Inclusion is present when:
Teams don’t just tolerate different ideas, they consider them, amplify them, and try them out.
Decision‑making spaces reflect the full diversity of experience, voices, and backgrounds.
Language, rituals, and systems are intentionally designed to center those who are often sidelined.
Why Inclusion Matters: The Business Case
Inclusion isn’t just morally right—it’s strategically powerful. Research shows that diversity without inclusion doesn’t deliver the benefits we seek.
A study analyzing video game development teams found that gender diversity only led to increased creativity when inclusion was also present. Teams with strong inclusion saw measurable improvements in creative output—but those without inclusive practices saw no benefit, or even negative outcomes.
In essence: diversity lowers the threshold to entering the conversation. But inclusion raises the level of that conversation, so that innovation, problem solving, and meaningful collaboration actually happen.
Warning Signs Your Culture Is Missing Inclusion
Here are red flags to watch for:
Presence without participation: Diverse employees are seated at the table, but remain silent in key conversations.
Token representation: Visible diversity appears in marketing or stats, but not in influential roles or decision making.
Inclusive design gaps: Your systems still align to dominant norms. Think meeting formats, communications, or feedback loops that unintentionally penalize different styles of engagement.
One-way feedback: Organizations solicit input, but fail to act or keep people informed about how their contributions were used.
Affinity groups without influence: Employee Resource Groups exist, but aren’t involved in shaping strategy or policy.
Any of these red flags suggest inclusion isn’t embedded and it’s time to take steps to course correct.
How to Build Real Inclusion
Building inclusion is deliberate, ongoing leadership work. Like everything else that creates a high-trust, high-performance culture, it’s not a one-off intervention.
Listen to diverse perspectives: Ensure that diverse voices are part of decision-making bodies and governance. As I’ve written elsewhere, inclusion must be baked into design, not just values.
Design inclusive processes: Rethink how meetings are run: use “round-robin” input, asynchronous formats, or rotating facilitators. This helps those who might otherwise defer or stay silent to share insights.
Train leaders to practice inclusive behaviors: Leadership needs coaching on inclusive facilitation, shared decision-making, and checking their own biases. In The Benefits of Creating a Coaching Culture at Work, I discuss how coaching mindsets support inclusion by equipping managers to listen and pivot power dynamics.
Build accountability into metrics: Measure not just diversity, but whether underrepresented voices are involved in key projects, strategy, or innovation. These metrics should be transparent and revisited regularly.
Elevate employee networks from affinity to impact: Ensure ERGs or affinity groups contribute to business outcomes, whether it’s product design, communication strategy, or client engagement. Inclusion isn’t just about being heard; it’s about contributing strategically.
If inclusion is currently aspirational in your organization, I’d love to partner with you to embed it into your structure, your leadership behaviors, and your culture.
Get in touch to schedule a call to explore how you can make inclusion a strategic part of your organizational DNA.