Inclusion refers to “the act or practice of including and accommodating people who have historically been excluded (because of their race, gender, sexuality, or ability).”¹ In a workplace context, inclusion is about creating an environment where everyone feels welcomed, valued, respected, and provided with opportunities to flourish, thrive, and succeed.
Inclusion differs from diversity and equity. Diversity focuses on the representation of different demographic groups within an organization. It is about “who is in the room” and emphasizes having a mix of identities and backgrounds. Equity, on the other hand, aims at providing fair treatment, opportunities, and access for all individuals. It recognizes that not everyone starts from the same place and thus seeks to remove systemic barriers and provide additional support, particularly for historically marginalized groups. Inclusion goes beyond both diversity and equity by fostering a culture of belonging and engagement where all employees feel their differences are appreciated, and they can bring their full selves to work. It is about allowing people to engage authentically without feeling pressured to conform to dominant norms or leave parts of their identity at the door.²
Inclusion does not replace or encompass decolonization or Indigenization efforts. Each concept has its own unique history and context.³ While inclusion can work within existing systems to make them more welcoming for diverse voices, decolonization and Indigenization challenge these systems by addressing colonial histories and power imbalances. Decolonization seeks to restore rights, representation, and self-determination to Indigenous communities by transforming the underlying structures that have contributed to their marginalization. For example, decolonization efforts may include promoting Indigenous leadership and self-governance or revising institutional policies to reflect Indigenous values and knowledge systems.
By integrating the perspectives of inclusion, equity, diversity, justice, decolonization, and Indigenization, institutions can more effectively contribute to building a more just and inclusive society, providing a space for all to thrive and succeed.
References:
1. Merriam-Webster. Inclusion. Merriam-Webster website. https://www.merriam-webster.com/dictionary/inclusion.
2. Ferdman BM. The practice of inclusion in diverse organizations: Toward a systemic and inclusive framework. In: Ferdman BM, Deane BR, eds. Diversity at Work: The Practice of Inclusion. San Francisco: CA: Jossey-Bass/Wiley; 2013:3-54.
3. University of British Columbia Equity and Inclusion Office. Equity and inclusion glossary of terms. University of British Columbia website. https://equity.ubc.ca/resources/equity-inclusion-glossary-of-terms/#I.
Learn More:
- Toolkit: Activating Inclusion Toolkit
The Activating Inclusion Toolkit is designed to support units across UBC in incorporating EDI into their strategic planning, priority initiatives, and systems and structures more broadly. The toolkit is an evolving library of tools, guides, and resources that support EDI planning and implementation – as well as equitable and inclusive processes.
- Guide: Accessible and Inclusive Event Planning
The guide is intended to assist everyone at UBC in planning events, public consultations, celebrations, and other occasions so that they can be equally accessible to, and inclusive of, community members who have a disability.
- Tip sheets: REDI Best Practices on Creating Inclusive Spaces
- Courses: There are many relevant UBC extended learning courses, certificates and micro-certificates that are covered by the StrongerBC future skills grant. Below are some recommended options:
- Website: Inclusive Teaching @ UBC
A website for UBC instructors who want to learn more about inclusive teaching practices.