The Oxford Dictionary’s definition of inclusion is:

Inclusion noun

1 [mass noun] the action or state of including or of being included within a group or structure: they have been selected for inclusion in the scheme 

[count noun] a person or thing that is included within a whole: the exhibition features such inclusions as the study of the little girl 

As a principle, it goes to the very heart of the social animal that we are – but equally runs counter to our individual and predatory instincts.  It is the paradox that we face as people. 

You can see it in social media.  Yes, we want to be social.  We want to share.  We like to talk.  But we also want to be shared.  To have our voice.  To feel like each of us is special.  (I still get a little tingle when I’m retweeted!)

Inclusion as an HR theme is not new.  In fact, it should always have been the mantra for HR – to support and help everyone in the business to perform to the very best of their ability.  So why does it seem to have such currency today? 

·         Diversity sounds tired in many ways – and (in part) feels aligned to quotas and compliance. 

·         In the age of austerity, getting the most out of everyone in the business is tantamount.

·         Inclusivity plays to a generation that is used to widespread collaboration and crowdsourcing.

·         Inclusion appeals to all of us on an emotional and rational basis – and not just the D&I department.

Inclusivity is a big deal today.  The Big Society is one manifestation of trying to get people working together to achieve common goals.  Lynn Forester (or Lady Lynn Forester de Rothschild as she also likes to be known) recently talked in the London Evening Standard (19/09/12) about her campaign for ‘inclusive capitalism’.  And you only have to see the rise in companies talking about and tackling ‘unconscious bias’ and autocratic cultures to know that we are more conscious of including rather than excluding in the workplace. 

Inclusivity undoubtedly plays to our curiosity to know and understand others.  It can have the power to break down assumptions; and in the place of stereotype and prejudice, it can help create personal/professional connections that lead to greater collaboration, more innovative thinking and better development for everyone. 

That’s not to say it’s easy.  It isn’t.  Recently I heard Sarah Churchman at PWC talk about their Open minds programme – and it was obvious how much work had gone into making this a reality. 

Inclusion should be a guiding principle for any business surely, because what benefit comes from creating a divide?