Paul Anderson-Walsh discusses National Inclusion Week (September 23-29), which serves to highlight the importance of inclusive workplaces across the UK
This year’s Inclusion Week comes at a critical juncture. The recent tragedy in Southport, where three children lost their lives, murdered in the most distressing of circumstances, triggered riots that can only be described as an assault on our collective humanity. This febrile social media-fuelled violence left us utterly dismayed but decency ultimately prevailed. In the corporate world, instead of rampaging mobs and broken windows, we’ve seen broken pledges and unchecked inertia. For instance, of the $50 billion pledged to DEI initiatives after George Floyd’s murder, a significant amount remains unspent. Over the past few years, DEI has been weaponised in ideological battles, calcifying positions rather than fostering understanding and progress. DEI, instead of being recognised as the cure for our fractured societies, has courtesy of the obfuscating been cast in the role of a cause of it.
The theme for this year’s National Inclusion Week is “Impact Matters.” In my view, we still have a way to go before our inclusion efforts are genuinely impactful. Yet, rediscovering the transformative benefits of inclusion has never been more vital.
As advisors in this space, we must be bold. As Kim Scott advocates, we must care personally and challenge directly. Inclusion is not just a key driver of workplace performance; it’s essential for combating the toxicity in our communities. Good DEI is not just good; it is wholesome. Done well, it’s the secret ingredient without which organisations and societies cannot create equitable opportunities, improve performance, or foster engaged citizenship. However, the truth that needs to be addressed during Inclusion Week is that too often, we have been “inclusion weak.”
Too many DEI efforts have been performative, focusing on misunderstood diversity metrics rather than fostering a culture of inclusion where diversity can truly thrive. As practitioners, we can no longer support and endorse weak DEI agendas. The stakes are simply too high.
In 2008, following the financial crash, the executive coaching community faced the critical question of its effectiveness. Mark Garrett Hayes referred to this ineffective approach as “The Cosy Club,” which contrasts sharply with the more effective coaching that embraces tension and accountability. Growth occurs just outside the comfort zone, and we need to have the courage to go there and invite our clients to go there with us. We cannot afford to be inclusion weak—not just for this week, but every week. We must challenge tokenism, avoidance, and indifference, which only perpetuate exclusion and reinforce systemic inequalities.
When organisations are weak on inclusion, they may appear inclusive but fail to create environments where everyone feels valued. This approach is often self-serving, focused more on the appearance of inclusion than its reality.
If we aim for impact, as this week’s theme suggests, we must live just outside our comfort zones and embrace “inclusion meek.” This approach derives strength through humility. Being “meek” in the context of inclusion is not about passivity but about adopting a humble, servant-leader approach. Meek inclusion embodies empathy, with the inclusion meek actively listening to and understanding the experiences of others, especially those from underserved communities. They recognise their limitations, constantly seeking to learn and grow. The meek prioritise collective well-being over individual success, creating environments where everyone’s voice is heard and valued.
For these reasons, I believe that the meek will ensure that we all inherit the earth. They approach inclusion with a genuine desire to uplift others and are committed to the common good. Ultimately, they will prevail, as true power lies in creating environments where everyone belongs. The meek are “we” people, not “me” people, focusing on the collective rather than the individual, understanding that a society where all are included is stronger and more resilient.
In the first of our forthcoming webinar series for National Inclusion Week, I will share case studies of organisations that have adopted this impactful approach to inclusion. Click here to find out more– https://enollaconsulting.com/events/the-disruptors-webinar/
Let me close by offering a framework for impactful meek inclusion, I.M.P.A.C.T.:
I – Integrate Diverse Voices: Include all voices, especially those from underserved groups, in decision-making processes.
M– Measure Progress: Continuously assess inclusion efforts, adjusting as needed.
P– Promote Empathy: Foster understanding and compassion by encouraging empathy.
A– Act with Humility: Recognise and address biases while prioritising others’ needs.
C– Collaborate Widely: Build inclusive partnerships across communities.
T– Transform Environments: Work to create inclusive spaces where everyone thrives.
Remember, meekness is not weakness, it is inclusion powered by empathy.
Paul Anderson-Walsh is the CEO and Co-Founder ENOLLA Consulting
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