Ist Inclusion auf Deutsch „Inklusion“? Meinen beide Begriffe das selbe?
Der Begriff „Inklusion“ wird auf Deutsch vor allem im Zusammenhang mit Menschen mit Behinderung verwendet. Doch inzwischen weitet sich das Verständnis des Begriffs: Inclusion meint, allgemein eine Kultur zu schaffen, in der alle Perspektiven gehört, gesehen und wertgeschätzt werden. Auch Organisationen von Menschen mit Behinderungen fassen ihn breiter. Die Initiative leidmedien.de definiert Inklusion zum Beispiel so: „Inklusion meint mehr als die bloße Integration von „Abweichenden“ in eine sonst gleichbleibende Umgebung. Sondern umgekehrt: die Anpassung dieser Umwelt an die jeweiligen Voraussetzungen der Menschen (zum Beispiel Barrierefreiheit).“
Inclusion means taking active action
People with experiences of discrimination have too often learned that it is better to conform to the majority (society). Not to fall out of the supposed norm, to become more invisible. This idea is based on a false assumption: if I stand out less, I will experience less discrimination.
But what happens then is that I take myself back as a human being. I perceive myself as less important. Which in turn is mirrored by further discrimination by the majority society. Adapting to what is considered normal, German, male* or female* doesn't protect you from discrimination, but it is cognitively very exhausting. Last but not least, it is at the expense of individual self-esteem. A vicious circle. The task of inclusion is to break this cycle and to think for everyone. Inclusion means designing the environment in such a way that everyone can participate.
Transferred to the corporate context, this means: There is probably at least one person in your team who takes a back seat. Be it because of barriers, experiences of discrimination, belonging to a minority. Example: I recently spoke with a female developer who works exclusively with men* in her team. She told me that after a while she started to prefer to wear loose T-shirts and jumpers, although she also likes to wear body-hugging clothes. That is exactly the point. She started to fit in and, of course, didn't feel comfortable with it. But she said that she liked working in this company so much that she put up with it. What would happen if she could really be herself at work?? First of all, her company can do a lot for her.
Wie Unternehmen Inklusion und Inclusion leben können
A quote from Verna Myers, diversity activist and entrepreneur from the USA, clarifies the relationship between diversity & inclusion like this:
Diversity is being invited to the party, Inclusion is being asked to dance. (Diversity is being invited to the party, inclusion is being asked to dance.)
1. recognise different perspectives. Often the perspectives of over-represented groups are heard quite loudly, while those of marginalised groups are hardly noticed. Inclusion means recognising that everyone is valuable valuable and worth listening to, across hierarchies. The leadership team should also put this in writing in a cultural code and live it.
2. start to identify the barriers. For example, due to microaggressions, due to structural barriers such as lack of lifts or toilets for all genders, or due to structural discrimination.
3. make concrete plans. As with any other business topic, you need a strategy. An important building block is the so-called Employee Resource Groups, employee networks. Safer spaces, for example for women, LGBTQI+ colleagues, black people and people of colour, people with disabilities, etc. help to empower each other.
At the same time, all employees should start working on themselves.
Inclusion is a very individual work, where well-trodden paths, values, stereotypes and prejudices are put to the test. All employees can contribute to an inclusive working environment. This starts in particular with the individual training of all colleagues on diversity and unconscious prejudices.
Inclusion leads to innovation
Aspart of Project Aristotle, Google has investigated which factors distinguish very successful teams from others. The researchers found out that the decisive factor is the psychological security of the individual team members. The feeling that in this team every idea, every question and every opinion can be expressed and is valued. That nothing is shameful. I'm sure everyone has experienced that moment: "I'd better not say anything now, otherwise it will be embarrassing for me". According to this study, this is the ultimate obstacle to innovation. Diversity alone does not contribute to innovative ideas - it is also the inclusive working environment. Or to speak with diversity activist Verna Myers: Having a party together and wanting to dance together.
