Is inclusion “Inklusion” in German? Do both terms mean the same thing?
In German, the term “Inklusion” is primarily used in connection with people with disabilities. However, the understanding of the term is now broadening: inclusion means creating a general culture in which all perspectives are heard, seen and valued. Organizations of people with disabilities are also adopting a broader definition. The leidmedien.de initiative, for example, defines inclusion as follows: “Inclusion means more than the mere integration of “deviants” into an otherwise unchanging environment. Rather, it means adapting this environment to the respective requirements of people (for example, accessibility).”
Inclusion means taking active action
People who have experienced 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 person. I perceive myself as less important. Which in turn is mirrored by further discrimination from mainstream society. Adapting to what is considered normal, German, male* or female* does not protect you from discrimination, but it is cognitively incredibly exhausting. Last but not least, this is at the expense of individual self-esteem. A vicious circle. The task of inclusion is to break this cycle and think for everyone. Inclusion means shaping the environment in such a way that everyone can participate.
Applied to the corporate context, this means that there is probably at least one person in your team who holds themselves back. This may be due to barriers, experiences of discrimination or belonging to a minority. An example: I recently spoke to a female developer who works exclusively with men* in the team. She told me that after a while she started preferring to wear loose T-shirts and sweaters, although she also likes to wear body-hugging clothing. That’s exactly the point. She started to adapt and naturally didn’t feel comfortable with it. But she said that she liked working for this company so much that she was willing to put up with it. What would happen if she could really be herself at work ? First of all, your company can do a lot for you.
How companies can live inclusion and inclusion
A quote from Verna Myers, diversity activist and entrepreneur from the USA, illustrates the relationship between diversity and inclusion:
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. recognize different perspectives. Often the perspectives of overrepresented groups are heard quite loudly, while those of marginalized groups are barely noticed. Inclusion means recognizing that all are valuable and worth listening to, across all hierarchies. The leadership team should also set this down in writing in a culture code and put it into practice.
2. start to identify the barriers. For example, due to microaggressions, due to structural barriers such as a lack of elevators or restrooms for all genders, or due to structural discrimination.
3. make concrete plans. As with any other business topic, you need a strategy. Employee resource groups, i.e. employee networks, are an important building block. Safer spaces, for example for women, LGBTQI+ colleagues, black people and people of color, people with disabilities, etc. help to empower each other.
At the same time, all employees should start to work on themselves.
Inclusion is a very individual task in which established paths, values, stereotypes and prejudices are put to the test. All employees can contribute to an inclusive working environment. This begins in particular with the individual training of all colleagues on diversity and unconscious bias.
Inclusion leads to innovation
As part of Project Aristotle, Google has investigated which factors distinguish highly successful teams from others. The researchers discovered that the decisive factor is the psychological safety of the individual team members. The feeling that every idea, every question and every opinion can be expressed in this team and is valued. That nothing is shameful. I’m sure everyone has experienced that exact 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 in the words of diversity activist Verna Myers: Celebrating a party together and wanting to dance together.
