Inclusion

In theory

Inclusion can be understood as the extent to which a person or a group is treated as an insider with unique characteristics and value to the work group, department or university which they are part of. Such an insider treatment has two important aspects: (1) everyone can be involved, participate in and voice themselves in their work environment and while doing so (2) they do not hide or change parts of themselves to “fit in” but intead they fit in as they are valued for who they are.

In practice

To recognize whether inclusion is practiced in a situation, we can ask two questions: do the circumstances allow for everyone to be involved, participate in and voice themselves and do the circumstances allow them to show up as they are? An example can be that the environment is accessible for everyone, e.g., both students and employees with different abilities without them having to request some ‘special’ adjustments in order for them to participate. One may think of offering different abilities to attend and be involved (online or in person), providing hearing and visual aid resources or sending certain documents or materials prior to meetings so that everyone can prepare in their own timely manner.