What’s the Meaning of "Inclusion"?
By Stan Byrd
As Human Resources manager for multicultural affairs and inclusion, Stan Byrd consults with and supports the University administration on issues of diversity and inclusion. His work includes collaborating with Human Resources staff and representatives to enhance their efforts to integrate issues of diversity and inclusion into all aspects of service delivery and training programs; working directly with units and departments; and supporting University-wide staff recruitment and retention efforts.
In my opinion, inclusion means creating a culture in which every employee feels valued and is able to function at his or her best. The key to inclusion is harnessing the talents, strengths and personal motivation of each individual and aligning each person with the organization's goals, mission and values. Multicultural organizations require a work environment that is welcoming and supportive of people's talent and commitment.
Effective activities encouraging inclusion include, but are not limited to, recruitment of underrepresented minorities and women to the middle and upper leadership roles; instituting mentoring programs; coaching; establishing systems of accountability and performance management; providing career development resources; recognition and retention programs; as well as diversity and cultural competence training and seminars.
All diversity efforts, and specifically inclusion efforts, are most effective when individuals begin to look inward at how issues of diversity, discrimination and harassment (based on race, color, religion, sex, national origin, disability and age) as well as other forms of prejudice inform or misinform them about working with people different from themselves. By examining our attitudes, values and behaviors (as well as those of others) we begin to achieve real understanding. Many people have done great work in this area: they have attended workshops, maintain genuine relationships with diverse individuals, and, in some cases, enjoy lives rich in the tapestry of multiculturalism. One of the keys to any organizational inclusion effort is to identify each person’s individual commitment and involvement. Only from this standpoint can we value and celebrate the differences of others.
When you are assessing your personal position on inclusion, ask yourself the following questions: What will your contribution be to this effort? If thinking about this is a challenge for you, what gets in your way in envisioning a truly inclusive community?
I like to remind my colleagues: Inclusion starts with "I"!
Byrd's primary office is located at 263 Wallis Hall. His office hours at the Medical Center Human Resources Office are on Tuesdays and Thursdays. For appointments, please contact Geraldine Scott, Human Resources Assistant at 3-4320.
