What is inclusion?

When we say inclusion, it refers to the behaviors and social norms that

ensure people feel welcome. It is the practice or policy of including and

integrating all people and groups in activities, organizations and political processes

especially those who are disadvantaged, have suffered discrimination, or are living

with disabilities. Inclusion is also the educational policy of placing students with

physical or mental disabilities in regular classrooms and providing them with

certain accommodations. Inclusion is involvement and empowerment, where the

inherent worth and dignity of all people are recognized. An inclusive university

promotes and sustains a sense of belonging; it values and practices respect for

the talents, beliefs, backgrounds, and ways of living of its members.

5 Ways You Can Be More Inclusive

Okay, so we’ve talked about inclusivity and bias, not it’s time to take those
conversations and put them to use. It’s so important that you strive to be a
more inclusive environment and we’re here to help. Below, you can find 5
Ways You Can Be More Inclusive. But first, let’s review for a bit, shall we?
For the purpose of the introduction to this blog, we’re going to take you back
to our original inclusivity blog where we originally answered the questions
“What is Inclusivity?” and “Why does it Matter?” Check out our segments
below on these issues.

W HA T IS IN CLU SIVITY ?

Many times, inclusion and diversity are lumped together as one interchangeable
term, and while it is easy to understand why this happens - it’s a mistake.
Over the past month we have begun the conversation of “what does inclusion
mean?” and “what does diversity mean?”

Why, you ask? The answer is simple - it is impossible to fix an issue or even
understand it if you do not first know it meaning or origin. On a basic level,
diversity is easy to measure, inclusivity isn’t.

Diversity is something a company or employer can keep stats on or monitor.

Inclusivity is a feeling, it’s a mindset...a way of office life. It’s not something
you can judge by the number of racially diverse or disabled people in the
office. It’s how you act, the way you speak, and the way that you think. It’s
your demeanor. It is embedd3ed in office culture, something that can’t easily
be analyzed or tracked by analytics reports. It’s so much deeper than
diversity. That’s what makes inclusion tough, though. It can’t be measured, so
at times, there’s no way to know if your inclusive efforts are actually working
or making a difference. Sure, you may feel inclusive and never intentionally
discriminate, but you’d be surprised how many tiny micro-aggressive,
discriminatory comments, quotes, and mindsets there are and how many
different people they affect.

-”What is Inclusivity and Why Does it Matter? ”

W HY DOES IT MA TTER ?

Okay, time to get psychological with you. Believe it or not there are multiple
forms of “bias”. If you’re familiar at all with what exactly a bias is, then you
know it’s an inclination or, for lack of a better word, prejudice against a
person, place, or thing. Let’s get one thing clear: bias isn’t always a bad
thing! Your bias can cause you to stay away from threatening people or places
and can even help dictate your diet or exercise routine to help you stay
healthy. However, when a bias becomes a problem is when discrimination
begins. An example of a negative bias are stereotypes. Because of something
you read, saw on TV, or were told by someone you trust, you can shift your
bias. This can negatively affect people of certain races, ethnicities,
backgrounds, etc. For the purpose of this blog though, we’re focusing on
what’s known as your natural bias. This particular bias is typically passive and
is one that is innate. It is something that is born in you, not something you
are actively aware of or practice. Which is why this form of bias is so
particularly dangerous - it’s subconscious. It’s not something you’re practicing
on a daily basis - it’s natural.

The natural bias is something that can greatly hinder those crucial diversity
and inclusivity efforts in the office. And, the worst part? You might not even
realize it until it’s too late…

Most of the way we judge, think, hire, etc. is based off of what’s known as
our “Natural Bias”. Basically, this bias is based on your natural inclinations
towards someone or something which predetermine your opinion or bias of
them. It’s something you are completely unaware of and is something that is
more than likely born in you. Because of this, we don’t think that we’re being
discriminatory or exclusive, and if we are, it’s something we address after-the-
fact. We aren’t preventing discrimination or exclusion...we’re just cleaning up
the mess afterwards. One side-effect of natural bias are those micro-aggressive
tendencies we mentioned earlier.

-”What is Inclusivity and Why Does it Matter? ” and “5 Guidelines For HR

Managers to Check Their Bias When Hiring .”

Now that you’re all caught up, let’s dive into 5 Ways You Can be More
Inclusive

5 W A Y S Y OU CA N B E MOR E IN CLU SIVE

1. Recognize Your Bias- Listen, this one is tough, but important. Before
you can improve your inclusivity efforts, you must look at yourself in the
mirror and come to terms with your natural bias… Once you realize what
your bias is, what is the “norm” to you, and where you can improve, then
you’re going to be able to improve those D&I initiatives.
2. Amplify More Voices- Whether you’re on social media, run a blog, or
share some sort of content on a regular basis, it’s important to amplify
and share more than one voice. Utilize your team! Hear their stories, learn
their skills, let them be heard. At Applicant One way we’re doing this
with our own team is through our Testimony series. We’re approaching one
employee a month and asking for their story to share with our blog! It’s a
great way to promote more of your team and for you to learn more
about those you work with!

3. Promote Accessibility- This is major. You must promote an accessible,

flexible working environment these days. Whether you’re offering remote
work, multiple channels of communication, or even having an elevator or
wheelchair ramp - there are a number of ways in which you can improve
the accessibility within your office.

4. Be Mindful in Your Communication- This is another way you can check

your bias and be more inclusive. Check the ways in which you communicate
with your team. Be mindful in the tone of your voice, what you say, and
how it’s directed. Forbes shared a great blog on how to communicate
mindfully in 2018. Here’s a great quote from them before you go check
out the full blog: “One of the competencies of emotional intelligence is
interpersonal communication. Stepping up this skill is about a desire to
genuinely connect with another. If you lack interpersonal skills, the key is
to become more mindful. Mindfulness is a skill that can be developed --
it's a daily discipline. It's about mental awareness and being present in the
moment. When it comes to mindful communication, we are aware of the
choices we are making and of our thinking and reasoning.” If you feel as
though you’re struggling with mindful communication, check out their blog
and make that something you practice and work towards as a part of your
daily routine.

5. Be Open-Minded- This is crucial when it comes to being inclusive: be

open-minded! Aside from mindfulness, being open-minded can only work in
your favor. When you work in an office you come in contact with a
multitude of employees and co-workers that are the polar opposite of you.
And guess what? That’s okay and that’s one of the great parts about
working in an office. Meeting new people and learning new things is one of
the many “pluses” in life. So, when meeting these people, especially the
ones that you may perceive as “different”, consider them, their life, and
their talents with an open-mind. Just because someone doesn’t fit your
mold, doesn’t mean they need to be pushed aside.