You might have heard much bigger panels talking about inclusion and lots of delicately written articles how inclusion enhances performance and productivity. So, I'm not here to talk about it for sure.

But have you ever wondered how inclusivity and exclusivity affect people’s feelings on day-to-day basis in the corporate ecosystem? People who create the corporate eco system!

I have experienced both sides of the coin as a doctor working as a pharmaceutical professional, a working woman in a male-dominated sector, and a citizen of a developing country.

While board room strategies can set the direction and vision for inclusion, they are not enough to make it a reality.

The most important responsibility of the board room is to ensure that inclusivity is embedded in the daily operations, taught in the corporate values, and the reflected in the habits of the team members.

Inclusivity has unluckily become a buzz word. Infact, It is a way of life that should be taught at home, in schools, and universities, just like any other subject. It is also a skill that should be practiced and improved in the workplace, especially by leaders who have the power to influence others.

Inclusion

Don't Practice until you do it right.

Practice until you can't do it wrong.

I want to share my authentic experience below. This list is not exhaustive, however it can give you some ideas on how to start creating an inclusive environment for your team.

Here are some moments where people around me or I, myself felt included.

• Speaking up for your female team members when they are unrepresented, absent or silent, and making sure their needs and opinions are heard and respected.
• Providing safe and private spaces for women at the office, common rooms, gyms.
• Scheduling meetings at times that accommodate not only male colleagues but also female colleagues with kids and family responsibilities.
• Encouraging and supporting female colleagues to prioritize their family needs, especially in cultures like Pakistan where mothers are expected to take care of their children’s upbringing.
• Using gender-neutral language when addressing or referring to groups. This means avoiding terms or expressions that exclude or stereotype either gender, such as ladies and gentlemen, boys and girls, MANCOM, etc. Instead, using terms like everyone, good morning all, management team, leadership team, etc.
• Using "person-first language" when talking about people with different identities or conditions. This means avoiding labels that define people by their disease condition, such as diabetics, hypertensives, disabled people, etc. Instead, use terms like people living with diabetes, hypertension, people with special abilities and needs, etc.
• Having an open-minded attitude when hiring and promoting people from diverse backgrounds and abilities. This means giving equal opportunities to people regardless of their origin, education, special needs, chronic diseases, gender so on and so forth
• Creating a safe space for people’s beliefs and practices and allowing and celebrating people’s religious and cultural diversity without judgement
• Asking for input from your introverted team members who may not speak up voluntarily
• Organizing gender-inclusive recreational activities and gifts that appeal to everyone
• Valuing the contribution of people irrespective of their age and experience in the organization
• Exploring the reasons why certain groups tend to lag behind in growth and development for more critical and complex roles and providing them with opportunities.

Some of the examples above may seem minor and harmless at first, but they reflect the organization’s level of awareness and right attitude towards inclusion.

I strongly believe the smallest of things matter the most. The small things that we do rightly indicates our subconscious decisions making.

Everyone, everywhere, has a role to play in fostering a culture of inclusion in the workplace.