Workplaces bring together people with different cultures, languages, identities, backgrounds, experiences, and ways of thinking. These differences can bring valuable perspectives, knowledge, and approaches to work. They can also create misunderstandings or barriers when workplace norms, communication, or relationships make it easier for some people than others to take part. 

Creating inclusion means paying attention to what people experience in the workplace. It means making room for different ways of communicating, participating, connecting, and contributing. 

What is workplace diversity? 

Diversity refers to the similarities and differences among people in a workplace. It can include culture, race, ethnicity, language, gender, age, sexual orientation, ability, education, professional background, and life experiences. It also includes less visible differences, such as knowledge, communication styles, ways of thinking, and perspectives. 

These differences can bring different knowledge, perspectives, and approaches to the work. They can also lead to misunderstandings or barriers when people have different communication styles, expectations, cultural norms, or ways of interacting. 

The goal is not simply to have a diverse workplace. It is to create a workplace where diversity is supported and valued. 

Diversity does not automatically create inclusion 

A workplace can be diverse without being inclusive. People with different backgrounds may work together, but workplace norms, practices, or everyday interactions may still make it easier for some people than others to participate, connect, contribute, and belong. 

Diversity is about who is in the workplace. 

Inclusion is about what people experience once they are there. 

In an inclusive workplace, people have meaningful opportunities to: 

• participate and contribute their ideas and perspectives; 

• build relationships; 

• access information, speak up, and ask questions; and 

• be respected and valued and feel that they belong. 

Instead of asking only, "Do we have a diverse workplace?" we can also ask: 

• Who gets to participate? 

• Who feels comfortable contributing? 

• Whose perspectives tend to be heard? 

• Who may find it harder to enter the conversation? 

• Who has opportunities to build relationships? 

• Who feels like they belong? 

Inclusion helps create belonging 

Belonging can mean feeling accepted as part of a workplace or group, feeling valued for what you contribute, and being able to participate without having to become more like everyone else. 

There is an important difference between belonging and fitting in. Fitting in can mean adapting ourselves to established norms or expectations to be accepted. Belonging allows people to be part of the group while retaining the differences that make them who they are. 

Inclusion is not about eliminating differences or expecting everyone to interact in the same way. It is about making room for differences within the workplace. 

Similarities can help us connect and can also create boundaries 

People naturally connect over shared language, culture, age, experiences, interests, roles, humour, and other similarities. These connections are not inherently a problem. They can offer friendship, belonging, cultural connection, understanding, and social support. 

At the same time, what helps one person feel that they belong can sometimes leave another person feeling outside the group. This can happen during ordinary workplace interactions, even when no one intends to exclude anyone. 

It might look like: 

• Coworkers bonding through a shared language or regularly spending breaks with others who have similar backgrounds; 

• Long-term employees talking about people or events that newer employees do not know, or a group using cultural references or humour that others do not understand; 

• People using workplace jargon, acronyms, idioms, or expressions that are unfamiliar to others; 

• A conversation moving so quickly that someone who needs more time to formulate their thoughts cannot enter it; or 

• The same people speaking first or most often in meetings, making it harder for others to contribute. 

Inclusion asks us to notice not only whether we feel included, but also whether others may be having a different experience. 

Everyday ways to create inclusion 

Inclusion is shaped through workplace practices, established relationships, and everyday interactions. Small adjustments can make it easier for more people to understand what is happening, join in, and contribute. 

Make it easier to join in 

Notice when someone is outside a conversation or activity and create an opening for them. Do not assume everyone will naturally find their way into established workplace relationships or groups. 

Make it easier to understand 

Explain acronyms, jargon, idioms, cultural references, and workplace-specific expressions instead of assuming everyone understands them. 

Make space before filling it 

Not everyone processes information or enters a conversation at the same speed. Give people time to formulate their thoughts before moving on. 

Check your interpretation 

Before assigning meaning to someone's behaviour based on your own expectations, consider whether another explanation is possible. 

Be curious, respectfully 

Remain open to experiences and perspectives that differ from your own. At the same time, do not expect a coworker to represent or educate you about an entire culture or identity. 

Think about impact as well as intent 

Exclusion is not always intentional. If you learn that something you did left someone out, be willing to listen and adjust. 

Do not mistake sameness for fairness 

People do not necessarily need to communicate, interact, participate, or receive information in the same way to contribute effectively. 

Look beyond the usual voices 

Notice whether the same people tend to contribute. Create meaningful opportunities for others to take part, ask questions, and share their perspectives. 

Make connection intentional 

Pay attention to who may be outside established relationships, activities, or conversations. We naturally recognize when we feel excluded. Inclusion also asks us to notice who else may not be part of the conversation. 

Questions to reflect on as a team 

• Who may find it easy to join conversations or activities in our workplace? Who may find it harder? 

• Are acronyms, jargon, humour, or cultural references creating barriers to understanding? 

• Do people have different ways to ask questions, share ideas, or take part? 

• Are the same voices heard most often? 

• What could we change to make participation, information, and workplace relationships more accessible? 

Creating inclusion does not mean expecting everyone to be the same. It means noticing how people experience the workplace and making thoughtful changes so more people can participate, contribute, connect, and belong.