Inclusion (extension of diversity)

Introduction

Diversity is a matter of make-up and composition; while inclusion is a matter of belief and behaviour.
Inclusion makes diversity work, ie it
"...activates and releases the power of diversity..."
LeadFactor, 2022

Inclusion refers to the basic human need to be connected and belong, ie you want to be accepted. 
"...the need to be accepted precedes the need to be heard..."
LeadFactor, 2022

Inclusion results in developing a shared identity and feeling that we matter so able to interact with other members without fear of rejection, embarrassment, or punishment while boosting confidence, resilience and independence; it is the basic glue of human society as it offers that the comforting assurance that you matter.

The same time you need to condemn
"...negative bias, arbitrary distinctions, or destructive prejudice that refuses to acknowledge our equal worth and the obligation of equal treatment..."
LeadFactor, 2022

Some behaviours to create inclusion

i) teach inclusion as a human need and right (everybody should approach each other
"...with understanding that we all have a human need to be included and we're entitled to it. It's a human right. We long to belong and we deserve to belong. In that connecting process we exchange emotional, social, intellectual, and spiritual value. Inclusion is something we earn; it's something we're owed. We are hyper-social creatures who need each other..."
LeadFactor, 2022)

ii) introduce yourself at every opportunity (be proactive and introduce yourself to new staff and/or staff you don't know; as most people are nervous about taking the first step and will be relieved if you do so; once this happens, ie display warmth and acceptance, a sense of inclusion start)

iii) learn other people's names (including how to pronounce them correctly)

iv) physically face people (face-to-face communications with an upright and forward posture plus maintaining eye contact when you are both speaking and listening)

v) listen and pause (listen with intent to understand and
"...Comprehend rather than intent to respond. Do this by listening, pausing to reflect and then responding thoughtfully..."
LeadFactor, 2022

Rather than showing your impatience for them to finish their sentence!!!!)

vi) asked more questions than telling (by asking questions you are showing interest in them and their points of view; this will be appreciated)

vii) meet a person in their physical space (don't make them come to you; go to where they are most comfortable; this sends a clear message that you value them, their time and their inputs; it's a gesture of respect; when people feel comfortable you will have a higher quality interaction)

viii) develop a buddy system (for the new staff, allocate a current staff member to be their personal guide; this will accelerate relationship building, and ensure meaningful interactions to build relationships beyond acquaintance stage; encourage network building)

ix) find common ground (discover people's personal interests and background as a basis for natural bond-building; find areas of common interest and develop mutual discovery; however
"...don't probe into personal or sensitive topics. Just ask some natural questions about background and interest..."
LeadFactor, 2022)

x) avoid comparisons and competitions (we lose the ability to connect, if we compare and compete with each other; focus your efforts on meaningful connections; identify and recognise other's strengths, talents and abilities; don't be jealous or resentful of other's strengths)

(for more detail see psychological safety in this knowledge base)

Diversity, Equity, Inclusion & Belonging

(source: https://infograph.venngage.com)