Inclusion

Inclusion is about creating a work environment within an organisation where every employee – regardless of gender, age, origin, disability, orientation, religion, or way of thinking – feels accepted, respected, and has equal access to development opportunities. Inclusion is one of the pillars of the Diversity, Equity & Inclusion (DEI) strategy and is increasingly becoming a key element of employer branding.

Inclusion vs. Diversity (Diversity & Inclusion)

The terms diversity and inclusion are sometimes used interchangeably, although they mean two different things. Diversity is a factual state – the presence of people with different characteristics, experiences, and perspectives in a team. Inclusion is an action – the conscious creation of conditions in which this diversity can actually manifest itself and bring value. A popular metaphor states that diversity is being invited to the party, while inclusion is being asked to dance.

The full DEI model also includes equity, which means levelling the playing field by considering the different starting points of individuals.

Why does inclusion pay off?

• Better business results – diverse and inclusive teams make more accurate decisions because they analyse problems from multiple perspectives.
• Greater engagement and lower turnover – a sense of belonging directly translates into employee loyalty and a desire to stay with the company.
• Stronger employer branding – an inclusive culture is now one of the key criteria for choosing an employer, especially among younger generations. See also: Employer Branding.
• Innovation – an environment where everyone can safely voice their opinions fosters new ideas.

How to build an inclusive workplace?

1. Inclusive recruitment – limiting the impact of unconscious bias during selection, gender-neutral job advertisements, and structured interviews.
2. Inclusive onboarding – ensuring that every new employee feels part of the team from day one. A well-designed onboarding process supports this.
3. Conscious language and communication – using phrasing that excludes or stereotypes no one.
4. Listening to employees – regular, anonymous opinion surveys help identify areas where someone feels overlooked.
5. Manager education – team leaders truly shape the level of organisational inclusivity through their daily decisions.

Remember! You can periodically measure the level of belonging and acceptance in teams using the tomHRM Surveys and Tests module – anonymous surveys will help you spot issues before they lead to turnover.