Workplace inclusion means that everyone has the chance to take part, contribute, and feel that they belong. It also means being listened to and being able to be yourself at work. This 10-minute activity is an easy way to get participants discussing what inclusion means in practice.
Inclusion is a term commonly used in reference to the workplace and it is when everyone:
- Feels they have a voice
- Is fully themselves as they work together
- Has influence over decision-making processes
- Has access to information and resources
- Faces no obstacles to fully participating and contributing
What Does Inclusion in the Workplace Mean?
Inclusion in the workplace means creating and nurturing a team culture where everyone feels genuinely part of the group.
Regardless of their identity, background, or role, each person should feel valued, accepted, and free to express themselves.
It’s also about ensuring that everyone has the same chances to grow, contribute, and succeed.
Building this kind of inclusive “team DNA” starts with a manager who leads by example and is committed to shaping a workplace where inclusion is more than just a policy – it’s a daily practice.
For some great ideas on putting this into practice, see our 12 tips for creating an inclusive workplace.
How Do You Run an Inclusion Icebreaker Activity?
If you are a freelance or corporate trainer offering ‘Inclusion Leadership training’ or ‘Inclusion Management training’, then you might want to use this free-to-use training activity we have created below:
Activity Timeframe
10 minutes is the perfect amount of time for this activity.
Starting the Activity
At first, only show the title of the slide so that they only see the text saying “What is Inclusion?”
Next, ask participants to pair up (if there is an odd number of participants, you can have one group of three).
Then give participants 5 minutes to discuss with each other what they think inclusion in the workplace is, and to write a list of things that they think it entails.
After the 5 minutes are up, hold a discussion with the whole group so participants can share their ideas, and allocate about 5 minutes for this.
After or during the whole-class discussion, show the content of the slide and explain.
See below for the explanation of the slide.
Inclusion Concepts Explained
Inclusion in the workplace is achieved when everyone (regardless of their diverse identity, job position, or level of seniority)
1. Feels they have a voice
This happens when people feel safe to speak up (this is referred to as psychological safety at work) and they feel respected and listened to when they decide to share their opinions.
For example, there may be situations when the leader is intimidating, and employees do not feel safe speaking up.
This type of exclusion can arise from unconscious assumptions and stereotypes, and one effective way to build a more psychologically safe environment is by exploring unconscious bias in team dynamics as part of your inclusion efforts.
Sometimes people from certain groups may be ignored when they try to express an idea during meetings (for instance, women in certain male-dominated sectors).
2. Is fully themselves as they work together
This happens when somebody does not feel the need to hide their real identity.
Hiding your identity is referred to as ‘covering’.
You might think it is not a problem. After all, we all wear different ‘hats’ in our different roles in life.
For example, we behave differently at home with our family than we do in the workplace.
However, covering goes deeper than this. It is not just a matter of behaving differently according to how appropriate it is in each situation, but it means toning down your identity because you are afraid of being shunned, abused, or penalized in some way.
3. Has influence over decision-making processes
This means that the leader proactively involves everyone in the team and asks for their opinions, making them feel valued.
Of course, if the leader then does not take an idea on board, it is fine as long as they explain clearly why and make it clear that they are grateful for any contribution.
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4. Has access to information and resources
There may be many reasons why not everybody at work has access to the same information and resources.
In some cases, there is a good reason for it. For example, for security reasons, only some people can have access to certain passwords and files, etc.
In other cases, it may be due to a lack of inclusion. For example, it may be down to favoritism, with leaders tending to coach or provide resources for advancement only to those from certain backgrounds.
It can also be down, for example, to physical abilities.
This is why it is important to provide technologies that people with visual or hearing limitations can use. Or it is important to make premises physically accessible to all, regardless of their ability to walk without being aided.
5. Faces no obstacles to fully participating and contributing
This is related to helping people contribute their ideas and actions. For example, as we mentioned earlier, women in some companies may feel that they are not being listened to.
Or it may be down to people’s different communication styles, with certain workplaces favoring extroverts over introverts.
It could have to do with refusing to adapt meeting times to accommodate those who work flexibly. There may be different reasons why people from different categories feel that they are not able to fully contribute.
If You Are Teaching This Activity Online
Divide the participants into pairs by using breakout rooms.
Participants can write down their ideas by using an online whiteboard, a chat, or an online tool, such as Lino or Padlet.
Once the group activity is over, bring the participants back to the main room for the whole-class discussion.
Before leading inclusion exercises, it can also be helpful to understand how confirmation bias impacts inclusion and how it can affect perception and fairness in group discussions.
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