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Labels divide us...

The 8 specific needs of all people©️ unite us

 

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Include™️
approaches diversity, equity, inclusion, and belonging differently.

Our unique approach starts with the
8 specific needs of all people©

 

Most of us have been taught to think about diversity based on an individual's "obvious" difference rather than their "specific" need. For example, traditional approaches have focused on whether a person is male or female, black or white, gay or straight, able or disabled. But that's just trying to put someone in a box for a single element of who they are.

Instead of focusing on the identity labels that divide us,
we focus on the...
8 specific needs of all people©

Accessibility is about ensuring all people can physically access, see, hear, or understand via alternatives, what is being provided or communicated.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone can:

  • see or understand the outcomes of your actions

  • hear or understand the outcomes of your actions

  • physically use or access the outcomes of your actions

Space is about ensuring there is a space provided that allows all people to feel safe to do what they need to do.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone:

  • feels comfortable and included in the space you provide

  • can use the space provided to do what they need to do

  • is safe and secure in meeting their own specific needs

Opportunity is about ensuring all people are provided a chance to fulfill their potential.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone:

  • has the opportunity to participate

  • is given an opportunity where they may not have been given opportunities in the past

Voice is about ensuring all people are provided the opportunity to contribute and are equally represented, heard, and valued.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone:

  • is equally represented

  • equally contributes their ideas and experience

  • has their input considered and included in the solution/decision

Allowance is about ensuring allowances and adjustments are made to accommodate the specific needs of all people.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone is given:

  • the time and resources they need to do their best work

  • the time and resources they need to achieve equivalent outcomes to others

Language is about ensuring the choice of words or language considers the specific needs of all people.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone:

  • can understand the words you use or what you are communicating

  • feels included by the words you use or what you are communicating

Respect is about ensuring the history, identity, and beliefs of all people are respectfully included.

When designing solutions or making decisions, ask yourself what you need to do to make sure the:

  • histories of cultures and diverse people are treated with care and authentic concern

  • current local and global events that impact traditionally underrepresented people are not overlooked or ignored

  • lived experience of traditionally underrepresented identities are addressed

  • religious beliefs and needs of all people are considered with respect

Support is about ensuring additional support is provided to enable all people to achieve desired outcomes.

When designing solutions or making decisions, ask yourself what you need to do to make sure everyone:

  • is given all the support they need to achieve equitable outcomes

Applying the 8 specific needs of all people©️

Addressing the 8 specific needs of all people©️ is central to creating an inclusive organization and is the solution to inclusion for everyone. All at the same time.

Making inclusion the way work is done

 

Include™ makes inclusion about addressing all elements of your organization’s way of working. It’s not about bolt-on initiatives that are only a ‘nice’ to have’ or ‘only if we have time. Through extensive research, we have identified the critical elements of the organizational system that need to be inclusive to enable diversity to thrive.

Include's™ approach to creating inclusion addresses these 6-pillars of your organizational system in practical and tangible ways so that every person in your organization is equipped to make decisions that include the needs of all people in everything they do.  

6 pillars of an inclusive organizational system©

  • The business strategy considers and integrates the needs of everyone in the vision, mission, objectives, and future plans of the organization.

  • Inclusive behaviors, actions, and outcomes are measured and transparently reported.

  • Plans and actions are in place to continue developing and sustaining an inclusive organization.

  • The organization implements proactive initiatives to promote inclusive behaviors, actions, and outcomes.

 

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  • Policies and procedures consider and integrate the needs of everyone.

  • The physical work environment accommodates the needs of everyone.

  • Employment conditions and jobs are designed to meet the needs of everyone.

  • Work practices in the organization consider and include the needs of everyone.

  • Internal and external communications consider and meet the needs of everyone.

  • Advertising and marketing consider, include, and meet the needs of everyone.

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  • Products and services are developed and offered to meet the needs and wants of everyone.

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  • The approach to recruitment and selection considers the needs of everyone and expressly promotes inclusion.

  • Training methodologies and development opportunities are suitable and available for everyone.

  • Performance standards and career progression promote an inclusive workplace.

  • Everyone is fairly represented in the workforce of the organization.

 

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  • Senior Leaders and People Managers drive a culture of inclusion through their everyday actions.

  • Employees demonstrate inclusive behaviors in their day-to-day work.

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  • The organization supports and works with community organizations to promote a world where everyone is included.

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Backed by evidence-based science 

Two schools of thought and practice were brought together to form the Include™ approach to creating an inclusive organization:

1. Complex Systems Theory

Your organization is greater than the sum of its parts, which means it's considered a complex system. Applying complex systems theory to inclusion gives us insight into behaviors and outcomes that wouldn't normally be expected from the parts on their own. Include recognizes and addresses the relationships between all system components across your organization in its approach to creating inclusion.

2. Behavioral Science 

Behavioral science builds an understanding of how people react psychologically and respond behaviorally to interventions, environments, and stimuli. Include applies behavioral science to positively influence decision-making by all people in your organization across the organizational system.

Download the research

Everyone is responsible for being inclusive

Include™ supports decision-making for every employee in your organization. From the C-Suite to the frontline, and across all operational and functional divisions of your organization, your employees are empowered to make inclusive decisions with Include™.

Roles and responsibilities

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Download the complete guide to building an inclusive and diverse organization.

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